First webinar in the GLO Virtual Young Scholar (GLO-VirtYS) Program, Cohort 2019-20
All the presentation in this series are based on the projects that GLO-VirtYS program scholars completed as part of their program participation.
This seminar is GLO internal, special invitation needed.
September 10th Program
Sydney (10pm), Beijing (8pm), Istanbul (3pm), Berlin (2pm), London (1pm), Cape Town (2pm), Washington DC (8am), Santiago de Chile (8am)
- Yannis Galanakis, University of Kent and GLO affiliate
Female Human Capital Mismatch: An extension for the British public sector (GLO VirtYS program advisor Professor Nick Drydakis). VIDEO of this presentation.
- Samuel Mann, Wales Institute of Social & Economic Research, Data & Methods and GLO affiliate
Gender Identity, Employment, Self-Employment and Trans Legislation (GLO VirtYS program advisor Professor Nick Drydakis). VIDEO of this presentation.
Chaired by GLO VirtYS Program Director Olena Nizalova.
Full video of the event.
Yannis Galanakis is a Ph.D. Candidate in the School of Economics at the University of Kent (UK). His research centres around Labour Economics and Applied Microeconomics. Yannis’ recent empirical and theoretical work regards the Human Capital Mismatch (HCM) in the labour market accounting for differences across workers in more than one dimension of skill. His contribution argues that the mismatch might come from market frictions; hence, he proposes an alternative method to estimate its extent. Part of his analysis focuses on the female labour market highlighting not only the magnitude of their HCM, but also the discrimination they face even before entering the market. Furthermore, Yannis is a network research affiliate of the GLO. He participated in the VirtYS program for 2019/20. His project – advised by Prof. Nick Drydakis – intersects the female employees’ HCM and the public-sector affiliation. For more information, please visit https://ygalanak.github.io/.
GLO VirtYS Project
This paper looks at the extent of labour market mismatch of public-sector female employees. It contributes to earlier findings for the British labour market by accounting for the endogenous self-selection into jobs. Estimates are based on data from the British Household Panel Study and the ‘Understanding Society’ covering the years 1991-2016. The analysis verifies that the public sector offers a few low-skilled jobs and employs, mostly, highly-educated (female) workers. Regarding the market flows, findings show the greater mobility of the female workforce, which moves proportionately between sectors. Greater in-/out-flows to/from private sector are observed regardless the gender of the employee. Once comparing women to the median employee, a sizeable incidence of mismatch arises due to negative selection. Specifications using the selection model for the public sector illustrate a systematically higher magnitude of mismatch. Pooled results seem to dominate when women seen in the male labour market or in a restricted subsample. Finally, the map of occupations in mismatch supports that the public sector is more attractive as a waiting room for highly-qualified graduates. They queue less time until they find a good job. Hence, policy implications regarding the allocation of jobs for women may arise.
Samuel Mann is an applied labour economist with expertise in the areas of LGBT+ economics, wellbeing, inequality, and political economy. His (ESRC funded) PhD thesis was titled “Sexual Orientation and Wellbeing”. Since completing his PhD, he has worked as a Postdoctoral Research Fellow for the Welsh Institute of Social and Economic Research, Data and Methods (WISERD) at Swansea University. His postdoctoral research explores the wellbeing, labour market outcomes, and trust of sexual minorities, and evaluates the impact of different policies on these measures. Samuel has previously published in journals such as Work, Employment, and Society, and Economic Letters. As a GLO virtual young scholar Samuel has worked under the supervision of Prof. Nick Drydakis on a project analysing the labour market outcomes of transgender people in the US and evaluating the impact of several trans policies.
GLO VirtYS Project
Gender Identity, Employment, Self-Employment and Trans Legislation
This paper uses data from the BRFSS over the period 2014-2018 to document the incidence of employment and self-employment of trans individuals compared to their cisgender counterparts. Additionally, the effects of employment non-discrimination acts, credit non-discrimination acts, and restrictions on changing gender identity on ID documents are analysed for the first time. Results demonstrate that FtM and gender nonconforming trans people are less likely to be employed than their cisgender counterparts in the US, while MtF trans people are more likely than their cisgender counterparts to be employed. FtM trans people are less likely to be self-employed than their cisgender counterparts, while MtF trans people are more likely to be self-employed. On the surface our policy analysis suggests that all three policies have little impact on the employment and self-employment of trans people, however, further analysis highlights that these policies do have positive impacts on certain trans populations, namely, older and non-college educated transgender people. ENDA’s and removing the requirement of surgical procedures to reassign the gender on birth certificates have the greatest traction in improving the employment outcomes of trans people, while credit non-discrimination acts have the greatest traction in increasing the self-employment incidence of trans people. The findings highlight the important role that trans legislation has on the labour market outcomes of trans people, and the detrimental economic impact of surgical requirements to reassign gender on birth certificates.