Nonbinary workers in California are concentrated in lowest-paying jobs, report shows
Data from private employers with 100 or more employees showed that, as of 2020, between 50% and 55% of workers who classified themselves as nonbinary were in a low-paying category of jobs, those paying less than $30,679 a year, said the California Civil Rights Department. In comparison, 32% of male employees and 43% of female workers earned less than that amount.
And between 35% and 40% of nonbinary workers were in the lowest-paying category of jobs, those paying $19,239 or less, compared with 22% of male employees and 30% of female employees.
2024 data: "5-10% of all reported non-binary workers were reported in the highest pay band, while 40-45% of all reported non-binary workers were reported in the lowest pay band."
Taryn versus Taryn (she/her) versus Taryn (they/them): A Field Experiment on Pronoun Disclosure and Nonbinary Hiring Discrimination
Nonbinary people have a gender identity that falls outside the male-female binary. To investigate hiring discrimination against this group, thousands of randomly generated fictitious resumes were submitted to job postings in pairs where the treatment resume contained pronouns listed below the name and the control resume did not. Two treatments were considered: nonbinary "they/them" and binary "he/him" or "she/her" pronouns congruent with implied sex. Hence, discrimination is estimated against nonbinary and presumed cisgender applicants who disclose pronouns. Results show that disclosing "they/them" pronouns reduces positive employer response by 5.4 percentage points. There is also evidence that discrimination is larger (approximately double) in Republican than Democratic geographies. By comparison, results are inconclusive regarding discrimination against presumed cisgender applicants who disclose pronouns; if discrimination does exist, it is of lower magnitude than discrimination against nonbinary applicants who disclose pronouns.
Workplace Experiences of Nonbinary Employees
The majority of nonbinary adults in the workforce are under age 35 (87%), and half (51%) are people of color. About three-quarters (74%) of nonbinary people in the workforce are making less than $50,000 a year.
Our analysis [n=163] indicates that employment discrimination against nonbinary employees is persistent and widespread. At some point in their lives, about six in 10 nonbinary employees (59%) reported experiencing discrimination or harassment at work (including being fired, not hired, not promoted, or verbally, physically, or sexually harassed) because of their sexual orientation or gender identity.
Many nonbinary employees reported recent experiences of discrimination and harassment. Within the past year, 16% of nonbinary employees reported that they had been fired, not hired, or not promoted because of their sexual orientation or gender identity, and 20% reported experiencing harassment at work. One in four (26%) nonbinary employees reported experiencing adverse treatment because of their LGBTQ status at their current job.
Many nonbinary employees also reported engaging in actions to avoid discrimination and harassment, including hiding their nonbinary identity and changing their appearance or behaviors. Nearly half (45%) of nonbinary employees were not out to their current supervisor, and 17% were not out to any of their co-workers. Two-thirds (67%) of nonbinary employees reported downplaying their LGBTQ status at work by doing one or more of the following: changing their speech, mannerisms, appearance, or how they dress at work; avoiding work social events; or not talking about their outside activities at work.
Nearly six in 10 (58%) nonbinary employees have looked for another job because of how they were treated based on their sexual orientation or gender identity at work, and half (50%) reported leaving a job because of such treatment.
The labour market outcomes of transgender individuals
[W]hen grouped by sex assigned at birth — (3) AMAB and (4) AFAB — the income of those with a genderqueer non-binary identity is significantly less than those with a transgender male/female identity (i.e. AMAB QNB < MTF and AFAB GQNB < FTM). These income gaps are consistent with GQNBs facing additional income penalties from identifying outside of the more socially accepted male/female binary, although the descriptive nature of these results precludes causal inference.
