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ANOTHER DECADE OF RESEARCH FINDS CLEAR EVIDENCE THAT EMPLOYMENT DISCRIMINATION BASED ON SEXUAL ORIENTATION AND GENDER IDENTITY STILL EXISTS

Press Release
For Immediate Release

June 19, 2007

Media Contact:
Cathy Renna, 917-757-6123, cathy@rennacommunications.com

LOS ANGELES, June 25, 2007 - A new study from the Williams Institute on Sexual Orientation Law and Public Policy at the UCLA School of Law finds that another decade of research still shows clear evidence of employment discrimination based on sexual orientation and gender identity.

The study reveals that 15% to 43% of lesbian, gay, or bisexual (LGB) respondents surveyed since the mid-1990s reported experiencing employment discrimination based on sexual orientation. These numbers are remarkably similar to conclusions from a survey of studies conducted in 1992, which found that 16% to 68% of LGB respondents reported experiencing employment discrimination at some point in their lives. The consistency suggests that discrimination against LGB people is not disappearing.

Transgender individuals reported similar levels of discrimination, with 20% to 57% of transgender respondents experiencing employment discrimination based on their gender identity at some point in their life.

The existence of sexual orientation employment discrimination is not benign.

Studies surveyed in this report reveal that gay men consistently earn 10% to 32% less than their similarly qualified heterosexual counterparts. Although findings on the impact on lesbians' wages are less clear-with wage differentials between lesbian and heterosexual women varying across studies-the studies do show that lesbians consistently earn less than men, regardless of sexual orientation.

While no detailed wage and income analyses of the transgender population have been conducted to date, convenience samples of the transgender population reveal that many respondents report being unemployed, and, depending on the study, 22% to 64% of the employed population earns less than $25,000 per year.

"Our report provides many perspectives on employment discrimination from more than 50 recent studies," according to economist and co-author M. V. Lee Badgett, research director of the Williams Institute. "We can clearly document that lesbian, gay, bisexual, and transgender people are vulnerable to discrimination and to its harmful effects on earnings and jobs."

While federal law does not protect individuals from job discrimination on the basis of sexual orientation or gender identity, this report's findings demonstrate a need for protective legislation. Legislation that would outlaw sexual orientation and gender identity discrimination,, the "Employment Non-Discrimination Act," has recently been introduced in Congress.

To schedule an interview with the principal researcher or a spokesperson from the Williams Institute, please contact Darcy Pottle at 310-267-4382 or Cathy Renna at cathy@rennacommunications.com.

The full text of the Williams Institute article can be accessed at http://www.law.ucla.edu/willamsinstitute.


	about us programs publications reading room press support us contact us home		ANOTHER DECADE OF RESEARCH FINDS CLEAR EVIDENCE THAT EMPLOYMENT DISCRIMINATION BASED ON SEXUAL ORIENTATION AND GENDER IDENTITY STILL EXISTS Press Release For Immediate Release June 19, 2007 Media Contact: Cathy Renna, 917-757-6123, cathy@rennacommunications.com LOS ANGELES, June 25, 2007 - A new study from the Williams Institute on Sexual Orientation Law and Public Policy at the UCLA School of Law finds that another decade of research still shows clear evidence of employment discrimination based on sexual orientation and gender identity. The study reveals that 15% to 43% of lesbian, gay, or bisexual (LGB) respondents surveyed since the mid-1990s reported experiencing employment discrimination based on sexual orientation. These numbers are remarkably similar to conclusions from a survey of studies conducted in 1992, which found that 16% to 68% of LGB respondents reported experiencing employment discrimination at some point in their lives. The consistency suggests that discrimination against LGB people is not disappearing. Transgender individuals reported similar levels of discrimination, with 20% to 57% of transgender respondents experiencing employment discrimination based on their gender identity at some point in their life. The existence of sexual orientation employment discrimination is not benign. Studies surveyed in this report reveal that gay men consistently earn 10% to 32% less than their similarly qualified heterosexual counterparts. Although findings on the impact on lesbians' wages are less clear-with wage differentials between lesbian and heterosexual women varying across studies-the studies do show that lesbians consistently earn less than men, regardless of sexual orientation. While no detailed wage and income analyses of the transgender population have been conducted to date, convenience samples of the transgender population reveal that many respondents report being unemployed, and, depending on the study, 22% to 64% of the employed population earns less than $25,000 per year. "Our report provides many perspectives on employment discrimination from more than 50 recent studies," according to economist and co-author M. V. Lee Badgett, research director of the Williams Institute. "We can clearly document that lesbian, gay, bisexual, and transgender people are vulnerable to discrimination and to its harmful effects on earnings and jobs." While federal law does not protect individuals from job discrimination on the basis of sexual orientation or gender identity, this report's findings demonstrate a need for protective legislation. Legislation that would outlaw sexual orientation and gender identity discrimination,, the "Employment Non-Discrimination Act," has recently been introduced in Congress. To schedule an interview with the principal researcher or a spokesperson from the Williams Institute, please contact Darcy Pottle at 310-267-4382 or Cathy Renna at cathy@rennacommunications.com. The full text of the Williams Institute article can be accessed at http://www.law.ucla.edu/willamsinstitute.