Purpose - The purpose of this paper is to explore the mechanisms underlying hiring discrimination against transgender men. Design/methodology/approach - The authors conduct a scenario experiment with final-year business students in which fictitious hiring decisions are made about transgender or cisgender male job candidates. More importantly, these candidates are scored on statements related to theoretical reasons for hiring discrimination given in the literature. The resulting data are analysed using a bivariate analysis. Additionally, a multiple mediation model is run. Findings - Suggestive evidence is found for co-worker and customer taste-based discrimination, but not for employer taste-based discrimination. In addition, results show that transgender men are perceived as being in worse health, being more autonomous and assertive, and have a lower probability to go on parental leave, compared with cisgender men, revealing evidence for (positive and negative) statistical discrimination. Social implications - Targeted policy measures are needed given the substantial labour market discrimination against transgender individuals measured in former studies. However, to combat this discrimination effectively, one needs to understand its underlying mechanisms. This study provides the first comprehensive exploration of these mechanisms. Originality/value - This study innovates in being one of the first to explore the relative empirical importance of dominant (theoretical) explanations for hiring discrimination against transgender men. Thereby, the authors take the logical next step in the literature on labour market discrimination against transgender individuals.

中文翻译：

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某人的性别认同向雇主发出什么信号？

目的-本文的目的是探索雇用歧视跨性别男人的潜在机制。设计/方法/方法-作者对最后一年的商科学生进行了一个情景实验，在该实验中，虚拟决定了有关跨性别或顺性别的男性求职者的招聘决定。更重要的是，对这些候选人的评分是与文献中有关雇用歧视的理论原因有关的陈述。使用双变量分析来分析所得数据。此外，运行多个中介模型。调查结果-发现针对同事和客户基于口味的歧视的暗示性证据，但并非针对雇主基于口味的歧视的暗示性证据。此外，研究结果表明，变性者的健康状况较差，他们的自发性和主观性更高，与顺性别男性相比，育儿假的可能性更低，这揭示了（正面和负面）统计歧视的证据。社会影响-鉴于先前研究中对劳动力市场对跨性别者的巨大歧视，需要有针对性的政策措施。但是，为了有效地消除这种歧视，人们需要了解其潜在机制。这项研究提供了对这些机制的首次全面探索。原创性/价值-这项研究的创新之处在于，它是第一个探索主流（理论）解释对雇用跨性别男人的歧视的相对经验重要性的方法。因此，作者们在劳动力市场对跨性别者的歧视文献中迈出了合乎逻辑的下一步。