Bryson, AJ;
(2017)
Pay Equity After the Equality Act 2010: Does Sexual Orientation Still Matter?
Work Employment & Society
, 31
(3)
pp. 483-500.
10.1177/0950017016664678.
Preview |
Text
Bryson Pay Equity After the Equality Act 2010 - Does Sexual Orientation Still Matter AAM.pdf Download (303kB) | Preview |
Abstract
Analyses of linked employer-employee data for Britain indicate bisexual men earn 20% less per hour than heterosexual men, ceteris paribus. There is no wage differential between gay and heterosexual men. Among women there is no wage gap between bisexuals and heterosexuals. However, lesbians are paid nearly 30% less than heterosexual women, unless they are employed in a workplace with an equal opportunities policy which explicitly refers to sexual orientation, whereupon there is no wage gap. Workplace sorting by sexual orientation does not affect the size of the sexual orientation wage gaps
| Type: | Article |
|---|---|
| Title: | Pay Equity After the Equality Act 2010: Does Sexual Orientation Still Matter? |
| Open access status: | An open access version is available from UCL Discovery |
| DOI: | 10.1177/0950017016664678 |
| Publisher version: | https://doi.org/10.1177/0950017016664678 |
| Language: | English |
| Additional information: | © The Author(s) 2016. This version is the author accepted manuscript. For information on re-use, please refer to the publisher’s terms and conditions. |
| Keywords: | Sexual orientation; wages; discrimination; equal opportunities |
| UCL classification: | UCL UCL > Provost and Vice Provost Offices > School of Education UCL > Provost and Vice Provost Offices > School of Education > UCL Institute of Education UCL > Provost and Vice Provost Offices > School of Education > UCL Institute of Education > IOE - Social Research Institute |
| URI: | https://discovery.ucl.ac.uk/id/eprint/1503526 |
Archive Staff Only
 |
View Item |
