Recognising & Closing the Transgender Pay Gap in Britain

认识

• 批准号: 2573603
• 金额: --
• 依托单位: University of Nottingham
• 依托单位国家: 英国
• 项目类别: Studentship
• 财政年份: 2021
• 资助国家: 英国
• 起止时间: 2021 至 无数据
• 项目状态: 未结题
• 来源: https://gtr.ukri.org/projects?ref=studentship-2573603
• 关键词: Recognising; Closing; Transgender; Pay; Gap

The gender pay gap is commonly defined as the difference in average earnings by which men earn more than women. This definition overlooks the significance of transphobic discrimination in explaining differences in the average earnings of trans and non-binary employees. This experience is neglected by gender pay gap policies that limit their understandings of 'gender' to the differences between men and women, including the UK Government's gender pay gap policies. Although the Government has recognised the existence of people that are outside of the binary of man and woman in other areas of policy, their gender pay gap policies are still strictly binary. This raises the question, if it really were a 'gender' pay gap, why are all aspects of gender not acknowledged? My project aims to: 1. Expand understandings of the gender pay gap within feminist theory and British policy to include trans and non-binary workers;2. Gage the lived experiences of British trans and non-binary workers; 3. Critically analyse how a transgender pay gap operates in Britain; and 4. Use the knowledge produced from my fieldwork and own independent research to inform policy recommendations that would recognise and address the transgender pay gap in Britain. In order to complete these aims, I will conduct one-hour, online semi-structured interviews with around 30 trans and non-binary participants on their lived experiences of and thoughts on areas such as the job market, their workplace environments, and how their success in these areas are affected by their trans or non-binary identity, and anti-discrimination policies. I will source participants via convenience sampling by advertising the study on on X (formerly Twitter) and by having my study advertised by LGBT service providers such as the LGBT Foundation. I will also ask participants to advertise the study to anyone who they feel meets the selection criteria (snowball sampling). Prior to the interview, participants will complete a survey to provide their contact and demographic information, establish their knowledge of relevant laws and public bodies, to establish the subjects they are comfortable to speak on during the interview, and to create a unique participant ID to allow their data to be anonymised. Responses from the survey will allow interview guides to be tailored to the participant, and for comparisons in experiences to be drawn between different demographic groups. A discourse analysis of the qualitative data collected from the interviews will allow me to draw comparisons between the experiences of trans and non-binary employees and to identify any unique cases. Within this analysis, items and themes tagged as being in direct relation to a transgender pay gap will be subject to a further critical discourse analysis. This will allow me to understand how a transgender pay gap operates in a critical sense. So, for example, is a transgender pay gap caused, in part, by institutional transphobia?

性别工资差距通常被定义为男性比女性赚得更多的平均收入差异。这一定义忽略了跨性别恐惧症歧视在解释跨性别和非双性恋员工平均收入差异方面的重要性。这一经历被性别薪酬差距政策忽视了，这些政策将他们对“性别”的理解限制在男女之间的差异上，包括英国政府的性别薪酬差距政策。尽管政府已经认识到在其他政策领域存在着男女二元以外的人，但他们的性别工资差距政策仍然严格意义上是二元的。这就提出了一个问题，如果真的是性别薪酬差距，为什么性别的所有方面都没有得到承认？我的项目旨在：1.在女权主义理论和英国政策中扩大对性别薪酬差距的理解，将跨性别者和非双性恋者包括在内；2.测量英国跨性别者和非双性恋者的生活经历；3.批判性地分析英国跨性别者的薪酬差距是如何运作的；4.利用我在实地考察和自己的独立研究中获得的知识，为承认和解决英国跨性别者薪酬差距的政策建议提供参考。为了实现这些目标，我将对大约30名跨性别者和非双性恋者进行一小时的在线半结构化访谈，讨论他们对就业市场、工作环境等领域的生活经历和想法，以及他们在这些领域的成功如何受到他们的跨性别者或非双性恋者身份和反歧视政策的影响。我将通过方便抽样的方式寻找参与者，在X(以前的Twitter)上宣传这项研究，并让LGBT服务提供商(如LGBT基金会)宣传我的研究。我还会要求参与者向他们认为符合选择标准的任何人宣传这项研究(滚雪球抽样)。在面谈之前，参与者将完成一项调查，以提供他们的联系信息和人口统计信息，确定他们对相关法律和公共机构的了解，确定他们在面谈期间可以放心谈论的主题，并创建一个唯一的参与者ID，以便将他们的数据匿名。调查的回应将允许为参与者量身定做面试指南，并在不同人口群体之间进行经验比较。对访谈收集的定性数据进行话语分析，将使我能够比较跨性别员工和非双性恋员工的经历，并找出任何独特的案例。在这一分析中，被标记为与变性人工资差距直接相关的项目和主题将受到进一步的批判性话语分析。这将使我能够理解跨性别薪酬差距是如何在关键意义上运作的。那么，例如，变性人的薪酬差距在一定程度上是由机构的跨性别恐惧症造成的吗？