The LGBTQ+ wage gap refers to the discrepancy in earnings between LGBTQ+ individuals and their heterosexual and/or cisgender counterparts. This gap persists across industries, occupations, and geographic regions. It’s also a bit of a slippery statistic, because comparing queer people as whole to non-queer people as a whole leaves out the differences in race and gender that form our intersectional identities.
The Human Rights Campaign’s data set from 2021 identifies the LGBTQ+ wage gap as 90 cents on the dollar. However, those numbers vary widely depending on race and gender. Then, on top of that, the numbers themselves are likely also shifting, as new analyses and lookbacks are published. In one example, economist Kitt Carpenter’s 2017 article for the Harvard Business Review found that gay men used to earn less than straight men, but now earn more.
Key Takeaways
- We have less financial data on queer people in general because our lives are not being measured in large government data sets the way race and gender are.
- Independent studies have revealed mixed results as to whether queer people earn more or less, and these data sets vary considerably from person to person based on ethnicity and gender.
- LGBTQ+ wage gaps (and the factors that cause them) can help community leaders and politicians advocate for better equity and inclusion in the workplace.
In this article, we'll explore the history of the LGBTQ+ wage gap and why it matters, and provide examples to illustrate its impact on financial well-being.
LGBTQ+ Wage Gap Numbers
To better understand the LGBTQ+ wage gap, let's look at some specific examples.
The previously mentioned HRC survey said LGBTQ++ workers earn about 90 cents for every dollar earned by a typical US worker. This pay gap varies among LGBTQ+ people of color, transgender women and men, compared to the typical worker.
For every dollar the typical worker earns, here are the equivalents, based on HRC’s survey. (Note that the HRC’s methodology used a sample set of full-time workers.)
LGBTQ+ racial pay gap
- LGBTQ+ Asian/Asian Pacific Islander workers: $1.00
- LGBTQ+ White workers: $0.97
- LGBTQ+ Latine workers: $0.90
- LGBTQ+ Black workers: $0.80
- LGBTQ+ Native American workers: $0.70
LGBTQ+ gender pay gap
- LGB cis men: $0.96
- LGB cis women: $0.87
- Non-binary, genderqueer, genderfluid and two-spirit: $0.70
- Trans men: $0.70
- Trans women: $0.60
Variations among queer women
- LGBTQ+ Asian women: $1.00
- LGBTQ+ White women: $0.96
- LGBTQ+ Black women: $0.85
- LGBTQ+ Native American women: $0.75
- LGBTQ+ Latine women: $0.72
As you can see, the LGBTQ+ wage gap also intersects with other forms of workplace discrimination. Women and queer people of color often experience compounded wage disparities based on both their sexual orientation/gender identity and their race/ethnicity.
Separately, a 2015 survey by the National Center for Transgender Equality found that trans women and men were twice as likely to be unemployed compared to the general population. Those who were employed reported lower incomes and higher rates of poverty.
Background on the Term “LGBTQ+ Wage Gap”
The term "LGBTQ+ wage gap" first gained prominence in the early 2000s, when researchers began to investigate earnings disparities based on sexual orientation and gender identity. Early studies revealed that gay and bisexual men earned less than heterosexual men with similar qualifications. (This work used the term “gay wage gap” more frequently.)
Over time, research on the LGBTQ+ wage gap expanded to include lesbian, bisexual, and transgender individuals. Findings consistently showed that LGBTQ+ workers faced wage discrimination across various sectors, and might not even reveal the true extent of queer people’s financial challenges (Carpenter noted to The 19th in 2021 that “any data that we get is almost surely an undercount”). As awareness grew, advocacy groups and policymakers started to address the issue more directly.
Today, the fight for LGBTQ+ wage equality continues. Ongoing research and activism aim to shed light on the problem and drive change. By understanding the history of the LGBTQ+ wage gap, we can better appreciate the need for action.
Why the LGBTQ+ Wage Gap Matters
Like other pay gaps, the LGBTQ+ wage gap has far-reaching consequences for individuals, families, and society as a whole. When queer adults earn less, they face greater financial insecurity and reduced economic mobility. This has led to historically higher rates of poverty, debt, and housing instability, and will continue in the future.
Related: Lavender Scare Book Review: Why the U.S. Government Fired a Bunch of Queer People
Addressing the LGBTQ+ pay gap benefits everyone, not just those in the community. The gap promotes fairness, diversity, and inclusion in the workplace, and reducing wage disparities strengthens the overall economy. When LGBTQ+ workers have equal earning potential, they can contribute more to economic growth and stability, and pursue their own personal goals and family planning, too. Tackling the LGBTQ+ wage gap is not only a matter of social justice, but also a way to keep queer workers engaged and empowered.
Conclusion
As we move forward, ongoing research, advocacy, and policy changes will be essential to closing the LGBTQ+ wage gap once and for all. Make an effort to keep up on these data sets so you can advocate for queer rights accurately and effectively. ⬥
