This chapter focuses on the vulnerable situation of LGBT employees in the Hungarian labor market. One of the key issues is whether Hungarian LGBT people dare to come out at their workplace (and elsewhere)—as it is very hard, if not impossible, to articulate the interests and defend the rights of socially invisible actors. In present-day Hungary most LGBT people are still in the closet, thus it is impossible to gain reliable information on the exact scope of their employment related discrimination. The limited visibility of Hungarian LGBT employees also means that employers and other labor market institutions often have the impression that they do not have any LGBT people working for or around them, and thus they do not have to deal with these issues.
A section of the chapter will be devoted to the especially vulnerable situation of trans people in the Hungarian labor market. Trans people can face serious educational disadvantages due to problems of fitting into the traditionally gender-conform school environments. Educational disadvantage, often manifested in high levels of early drop-out rates, can lead to limited career opportunities. Additionally, giving a convincing gender performance can be crucial in certain jobs. Many trans people can encounter hiring problems in relation to not having the “right voice”, the “right look”, the “right name”, or any combination of these.
In the conclusion of the chapter potential good practices are presented, while it is argued that workplaces characterized by a non-homophobic or a non-transphobic climate can provide advantages for all.
- Workplace environment
- (Un)equal treatment
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Takács, J. (2016). LGBT Employees in the Hungarian Labor Market. In: Köllen, T. (eds) Sexual Orientation and Transgender Issues in Organizations. Springer, Cham. https://doi.org/10.1007/978-3-319-29623-4_14
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