Editorial: Job discrimination has for many minority areas, been a major problem. What is interesting from this study, is that parallels can now seem to be drawn with where discrimination use to happen between men and women when they were interviewed for jobs, and the man seemed to get the job even though the woman was equally if not better qualified. And the same thing also happened during the racial discrimination (indeed there may be evidence that both are still occurring).
But those of us who live in Northern Ireland, discrimination could become even more of a problem if the ‘Conscience Law’ is allowed to passed in Stormont.
We are now in election ‘fever’ time, and when the candidates come around your doorstep (if they even do) then make certain to ask them what their views on this law are, and how they will vote. Also ask them about other area of LGBT law and support, like for instance support for LGBT people in care homes.
If you don’t have the full picture on the candidate you are voting for, how can you make an informed decision.
Republished from Study Finds UK Gays, Lesbians Still Face Job Discrimination
The study, published in the journal Human Relations, found that gay applicants of both sexes are five percent less likely to be offered a job interview than heterosexual applicants with comparable skills and experience.
The firms who offer interviews to gay male candidates pay an average salary of 2.0 percent less than those who invite heterosexuals for interview ($34,377 compared to $35,081). For lesbian women the average salary is 1.4 percent less ($33,628 compared to $34,131).
The discrimination was skewed by job sector. Gay men receive the fewest invitations for interviews in traditionally male-dominated occupations (accounting, banking, finance, and management jobs), whereas lesbians receive the fewest invitations for interviews in traditionally female-dominated occupations (social care, social services, and charity jobs).
In the accounting, banking, finance, and management sector, the study found 74 occasions when only the heterosexual candidate was offered an interview and not the gay male candidate with comparable skills and experience. There were no cases of only the gay male candidate being offered an interview.
Similarly, there were 63 examples when only heterosexual women were offered an interview in the social care, social services, and charity sector, but no examples of only the lesbian candidate being offered an interview.
The study was carried out with the help of 12 students’ unions at universities across Great Britain and Northern Ireland.
Of the 2,312 students who volunteered for the study, Drydakis was able to match 72 students whose CVs mentioned having a prominent role in their university’s LGBT (lesbian, gay, bisexual, and transgender) society with 72 students whose skills and experiences were identical, but whose CV didn’t indicate their sexuality.
The participants were all third-year undergraduates, 21 years old, British nationals and unmarried. They were all predicted to achieve an upper second class degree (2:1).
In pairs, the 144 students applied for 5,549 jobs (11,098 separate applications) that had been advertised on 15 of the U.K.’s leading recruitment websites over a two-month period.
Drydakis comments: “Because of the limited research carried out so far into the experiences of gays and lesbians in the labor market, the disadvantages and discrimination they experience has gone unnoticed and therefore unchallenged.
“Despite measures to encourage openness and discourage discrimination, including the introduction of the Equality Act of 2010, it is evident from my research that gays and lesbians are encountering serious misconceptions and barriers in the job market.
“It is also clear that people who face biased treatment in the hiring process must spend more time and resources finding jobs, and firms lose potential talent as a result of biased hiring.”