The Economic Circumstances of Sexual Minority Women in Utah

When thinking of gender inequality in Utah, many people immediately consider the difficulties of combining motherhood and employment, sexism in everyday life, or recent studies that have deemed Utah to be the “worst” state for gender equality. Inequalities in economic outcomes based on race and ethnicity are well documented and shed light on the fact that “women” are not a monolithic category. This snapshot focuses on an axis of inequality that has been studied less frequently, especially in the context of Utah: sexual identity. 

“Sexual minority women” is defined in this report as those who do not identify as heterosexual (e.g., lesbian, bisexual, pansexual, asexual). They may face all the obstacles associated with identifying as a woman, in addition to possible discrimination or other disadvantages linked to their sexual orientation. Despite the absence of explicit laws against homosexuality in the United States, the United Nations Human Rights Office of the High Commissioner highlights cases of homophobia in the United States to illustrate global patterns of victimization of sexual and gender minorities. 

This research snapshot focuses on three key areas:  

1. Educational attainment,  
2. Employment status, and
3. Household income.

Educational Attainment 

Nationally and globally, education has been linked to economic prosperity with a clear link between individuals’ education and their earnings potential. The data show that almost one-quarter of Utah women who identify as being a sexual minority do not graduate from high school—roughly twice the national average and four times higher than Utah women who identify as heterosexual. The gap persists through all levels of higher education.  

Employment Status 

In many respects, Utah women are similar to US women in terms of employment status. The proportion of those who reported being “out of work” is substantially lower for Utah women compared to US women, but the rates for sexual minority women in Utah who report being out of work for more than one year is similar to the national level. 

Household Income 

Importantly, Utah sexual minority women are more commonly in the lowest income bracket. Further, 61.3% of Utah heterosexual women are in the highest income bracket compared to 42.4% of Utah sexual minority women and 57.1% of women nationally. Sexual minority women in Utah are much less likely to have a household income of $75,000 or more compared to heterosexual Utah women, and are almost twice as likely to be in the lowest income bracket ($24,999 or less) than heterosexual Utah women. 

Recommendations 

According to research, improving anti-discrimination measures—and specifically inclusion efforts—are critical to reducing disparities. For example, one inclusive strategy would be to increase the availability of rigorously designed, high-quality unconscious bias training, which could help more Utahns better understand the differences in sexuality among Utahns. Another strategy is learning about and supporting local organizations and initiatives that focus on uplifting and sustaining sexual and gender minority Utahns. Finally, ensuring that sexual minority girls and women feel—and are—welcome in all educational arenas will provide access and means for economic advancement. 

The following recommendations can help create more access and opportunity for these women.  

• First, those who engage in outreach efforts for people who earn lower incomes, are underemployed, and lack education, should keep in mind that there may be more sexual minority women within their client base who need assistance. They can avoid language that focuses on assumptions that may not be relevant to their current situation (e.g., references to husbands, boyfriends, children).  
• Second, the large gaps in educational attainment between sexual minority women and their heterosexual counterparts show that the documented unsafe environments that LGBTQ+ people experience in Utah schools have a long-term impact, which is in line with the racial and ethnic disparities in Utah’s higher education system. Support from family members, high school and college faculty and staff, and other key influencers can ease the transition to and completion of college education. 
• Finally, although the data are unable to illustrate the extent to which differences in unemployment and household income are the direct cause of discrimination, strengthening anti-discrimination policies and reexamining probationary (“at will”) employment periods—during which termination can occur without the employer stating a cause—could protect sexual minority women from employment discrimination and ensure more inclusive workplace environments. 

Conclusion 

Reducing inequality that stems from sexual identity is not just a matter of working towards a more just and equitable Utah. While discrimination and exclusion are harmful for the people who experience it, discrimination and exclusion also deprive the state, employers, and Utah families of the talent, ideas, and resources that sexuality minority women have to offer. It continues to be important to remember that when we strengthen the impact of all Utah residents, including sexual minority women, we can strengthen Utah’s workplaces, educational institutions, communities, and the state as a whole. 

To learn more about the economic circumstances of sexual minority women in Utah, read the full snapshot.