Effects of Gender and Sexual Orientation on Evaluations of Agentic and Communal Job Applicants

The purpose of this study was to examine the influence of job applicant sexual orientation on subsequent evaluations and hiring recommendations. Data were gathered from 106 students (48 men, 57 women) who participated in a 2 (applicant sexual orientation: heterosexual, sexual minority) × 2 (rater gender: female, male) × 2 (applicant gender: female, male) experiment related to the hiring of a personal trainer for a fitness organization. Analysis of variance indicated that sexual minority job applicants received poorer evaluations than did heterosexuals. These effects were moderated by the rater gender, as men provided harsher ratings of sexual minorities than did women. Finally, applicant ratings were reliably related to hiring recommendations. Results are discussed in terms of contributions to the literature, limitations, and future directions.

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“Our Militancy is in Our Openness”: Gay Employment Rights Activism in California and the Question of Sexual Orientation in Sex Equality Law

Law and History Review ◽

10.1017/s0738248013000072 ◽

2013 ◽

Vol 31 (2) ◽

pp. 423-469 ◽

Cited By ~ 1

Author(s):

Katherine Turk

Keyword(s):

Sexual Orientation ◽

Job Applicants ◽

Good Friday ◽

Sex Equality ◽

Business District ◽

Employment Rights ◽

Public Demonstration ◽

Local Minister ◽

Homosexual Community

On Good Friday of 1973, members of San Francisco's homosexual community staged a public demonstration amidst the skyscrapers in the business district. Shen Hayes, described as a “frail nineteen-year-old,” claimed to embody the suffering of the city's gay population. Hayes dragged a telephone pole “cross” on his back while throngs of protesters cheered and chanted. The local minister leading the action likened gays’ lack of rights to murder, and the caption accompanying Hayes’ photo in the newspaper claimed that he and other gay Californians had been “crucified.” Despite, despite the protest's religious intensity, its objective was secular. Activists had convened to oppose discrimination against those workers whom Pacific Telephone & Telegraph (PT&T) had labeled “manifest homosexuals”: employees and job applicants who either claimed or seemed to be gay.

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Culturally and Linguistically Diverse Populations: Serving GLBT Families in Our Schools

Perspectives on Communication Disorders and Sciences in Culturally and Linguistically Diverse Populations ◽

10.1044/cds16.1.11 ◽

2009 ◽

Vol 16 (1) ◽

pp. 11-19 ◽

Cited By ~ 1

Author(s):

Ashley M. Frazier

Keyword(s):

Sexual Orientation ◽

Cultural Competence ◽

Service Delivery ◽

Linguistically Diverse ◽

Culturally And Linguistically Diverse ◽

Diverse Populations ◽

Cultural Issues ◽

Willingness To Disclose ◽

Bisexual And Transgender ◽

Societal Changes

Abstract School speech-language pathologists (SLPs) are increasingly likely to serve children of gay, lesbian, bisexual, and transgender (GLBT) parents or GLBT students as cultural and societal changes create growth in the population and increased willingness to disclose sexual orientation. The American Speech-Language-Hearing Association (ASHA) has a progressive nondiscrimination statement that includes sexual orientation as a protected status and strongly urges the membership to develop cultural competence as a matter of ethical service delivery. The purpose of this article is to describe cultural competence in relation to GLBT culture, discuss GLBT parent and student cultural issues as they are important in parent-school or student-school relations, and to provide suggestions for increasing sensitivity in these types of interactions. A list of resources is provided.

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Culture and Sexual Orientation

ASHA Leader ◽

10.1044/leader.ftr3.07062002.9 ◽

2002 ◽

Vol 7 (6) ◽

pp. 9-10

Author(s):

James Lee

Keyword(s):

Sexual Orientation

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Self-Promoting and Modest Job Applicants in Different Cultures

Journal of Personnel Psychology ◽

10.1027/1866-5888/a000034 ◽

2011 ◽

Vol 10 (2) ◽

pp. 70-77 ◽

Cited By ~ 15

Author(s):

Marianne Schmid Mast ◽

Denise Frauendorfer ◽

Laurence Popovic

Keyword(s):

Cultural Background ◽

Job Applicants ◽

Presentation Style ◽

Interview Situation ◽

French Speaking ◽

Different Cultures

The goal of this study was to investigate the influence of the recruiter’s cultural background on the evaluation of a job applicant’s presentation style (self-promoting or modest) in an interview situation. We expected that recruiters from cultures that value self-promotion (e.g., Canada) will be more inclined to hire self-promoting as compared to modest applicants and that recruiters from cultures that value modesty (e.g., Switzerland) will be less inclined to hire self-promoting applicants than recruiters from cultures that value self-promotion. We therefore investigated 44 native French speaking recruiters from Switzerland and 40 native French speaking recruiters from Canada who judged either a self-promoting or a modest videotaped applicant in terms of hireability. Results confirmed that Canadian recruiters were more inclined to hire self-promoting compared to modest applicants and that Canadian recruiters were more inclined than Swiss recruiters to hire self-promoting applicants. Also, we showed that self-promotion was related to a higher intention to hire because self-promoting applicants are perceived as being competent.

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