We examine the association between brain types and wages using the UK Behavioural Study data set for the period 2011–13. By applying empathizing–systemizing theory, the estimations suggest that, for men and women, systemizing traits are associated with higher wage returns than empathizing traits and that a Type S brain (entailing greater skills in directing systems) is associated with higher wage rewards than a Type E brain (entailing more social skills). Interestingly, the estimations suggest that the wage returns of empathizing and systemizing traits vary by occupation and that each trait might provide an absolute wage return advantage in certain occupations.
Deviations from heteronormativity affect labour market dynamics. Hierarchies of sexual orientation can result in job dismissals, wage discrimination and the failure to promote gay and lesbian individuals to top ranks. In this article, I report on a field experiment (144 job-seekers and their correspondence with 5549 firms) that tested the extent to which sexual orientation affects the labour market outcomes of gay and lesbian job-seekers in the United Kingdom. Their minority sexual orientations, as indicated by job-seekers' participation in gay and lesbian university student unions, negatively affected their workplace prospects. The probability of gay or lesbian applicants receiving an invitation for an interview was 5.0 percent (5.1%) lower than that for heterosexual male or female applicants. In addition, gay men and lesbians received invitations for interviews by firms that paid salaries that were 1.9 percent (1.2%) lower than those paid by firms that invited heterosexual male or female applicants for interviews. In addition, in male- or female-dominated occupations, gay men and lesbians received fewer invitations for interviews than their non-gay and non-lesbian counterparts. Furthermore, gay men and lesbians also received fewer invitations to interview for positions in which masculine or feminine personality traits were highlighted in job applications and at firms that did not provide written equal opportunity standards, suggesting that the level of discrimination depends partly on the personality traits that employers seek and on organization-level hiring policies. I conclude that heteronormative discourse continues to reproduce and negatively affect the labour market prospects of gay men and lesbians.
The current study uses six annual waves of the Longitudinal Labor Market Study (LLMS) covering the 2008-2013 period to obtain longitudinal estimations suggesting statistically significant negative effects from unemployment on self-reported health and mental health in Greece. The specifications suggest that unemployment results in lower health and the deterioration of mental health during the 2008-2009 period compared with the 2010-2013 period, i.e., a period in which the country's unemployment doubled as a consequence of the financial crisis. Unemployment seems to be more detrimental to health/mental health in periods of high unemployment, suggesting that the unemployment crisis in Greece is more devastating as it concerns more people. Importantly, in all specifications, comparable qualitative patterns are found by controlling for unemployment due to firm closure, which allows us to minimize potential bias due to unemployment-health related reverse causality. Moreover, in all cases, women are more negatively affected by unemployment in relation to their health and mental health statuses than are men. Greece has been more deeply affected by the financial crisis than any other EU country, and this study contributes by offering estimates for before and during the financial crisis and considering causality issues. Because health and mental health indicators increase more rapidly in a context of higher surrounding unemployment, policy action must place greater emphasis on unemployment reduction and supporting women's employment.
Sexual orientation and employment bias is examined in Cyprus (Republic of Cyprus: Nicosia, Limassol, Larnaca, Paphos) by implementing an experiment for the period 2010-2011. The design is aimed at answering three main questions: Do gay and lesbian people face occupational access constraints and entry wage bias than comparable heterosexuals? Do gay and lesbian people benefit from providing more job-related information? Does the differential treatment between gay/lesbian and heterosexual applicants disappear as the information of the applicants increases? Methodologically, we sent applications to advertised vacancies and we experimented with two information sets the 'sexual orientation' and 'information' of the potential applicants. The estimations suggest that gay and lesbian applicants face significant bias than heterosexual applicants. Moreover, both heterosexual and gay/lesbian applicants gain by providing more job-related information. However, the estimations suggest that the informational premium for sexual orientation minorities could not reduce the discriminatory patterns. The current results indicate that discrimination against sexual orientation minorities in the Cypriot labour market is a matter of preference, not the result of limited information. One strategy the Cypriot government may employ is to try to affect public opinion and people's attitudes towards sexual orientation minorities. This is the first nationwide field experiment in the Cypriot labour market and contributes to the literature as it is the first field study on sexual orientation which tries to disentangle statistical from taste-based discrimination in the labour market.
The present research explores union preferences through a survey of the Greek national federations (secondary-level unions) for the period 2008–2009. The evidence presented here suggests that the monopoly-union model does not properly evaluate union–firm reality in Greece. Moreover, the right-to-manage model holds when firms ought to increase employment, while the efficient-bargaining model holds when firms attempt workforce reductions. The study also suggests that most unions place relatively more weight on wage issues than on employment issues, but there is no exclusive preference for wages over employment agreements. Furthermore, the data provide evidence that unions' goals cannot be reduced to a simple trade-off between wages and employment level; rather a range of options, examined by the industrial relations literature, should be taken into account.Cet article analyse les préférences syndicales au travers d'une étude des fédérations nationales grecques (organisations syndicales du second niveau) pendant la période 2008-2009. Les données présentées ici suggèrent que le modèle du monopole syndical ne rend pas compte de manière appropriée de la réalité du syndicalisme d'entreprise en Grèce. Par ailleurs, le modèle du droit à gérer est validé lorsque les entreprises doivent embaucher davantage, alors que le modèle de négociation efficace se trouve confirmé lorsque l'entreprise doit réduire l'emploi. L'étude suggère également que la plupart des syndicats mettent davantage l'accent sur les questions de salaires que sur les questions d'emploi, sans préférence exclusive pour des accords salariaux au détriment d'accords sur l'emploi. Enfin, les données montrent que les objectifs syndicaux ne peuvent être réduits à un simple arbitrage entre niveau des salaires et niveau de l'emploi; il convient de prendre en considération un éventail d'options examinées par la littérature consacrée aux relations industrielles.Dieser Beitrag stützt sich auf eine Untersuchung der gewerkschaftlichen Präferenzen im Rahmen einer Befragung der nationalen Gewerkschaftsverbände in Griechenland, die den Zeitraum 2008-2009 abdeckt. Aus dieser Untersuchung geht hervor, dass das Modell der Monopol-Gewerkschaften die Beziehung zwischen Gewerkschaften und Unternehmen in Griechenland nicht richtig wiedergibt. Das right-to-manage-Modell trifft zu, wenn Unternehmen mehr Arbeitnehmer einstellen, während das efficient-bargaining-Modell zutrifft, wenn sie die Zahl ihrer Arbeitnehmer reduzieren möchten. Die Studie deutet auch darauf hin, dass die meisten Gewerkschaften Lohnfragen relativ gesehen mehr Gewicht beimessen, aber Lohnvereinbarungen nicht grundsätzlich Beschäftigungsvereinbarungen vorziehen. Darüber hinaus zeigen die Ergebnisse der Untersuchung, dass sich die Ziele der Gewerkschaften nicht auf einen einfachen Kompromiss zwischen Löhnen und Beschäftigungsniveau reduzieren lassen. Stattdessen müssen verschiedene Optionen berücksichtigt werden, die in der Fachliteratur zu Fragen der Arbeitsbeziehungen untersucht werden.
