Evaluations of LGBT job applicants: consequences of applying “out”

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Kinsey B. Bryant-Lees ◽  
Mary E. Kite
Keyword(s):  
Social Skills ◽  
Sexual Orientation ◽  
Gender Roles ◽  
Hiring Decisions ◽  
Negative Attitudes ◽  
Content Type ◽  
Hiring Discrimination ◽  
Traditional Gender Roles ◽  
Structural Differences ◽  
Underlying Mechanisms

PurposeThis study aimed to experimentally investigate whether disclosing one's sexual orientation while applying for a job would impact hiring decisions.Design/methodology/approachThe experiment employed a 2 (Applicant Gender: Male/Female) × 2 (Applicant Sexual Orientation: Heterosexual or Gay/Lesbian) × 2 (Job Type: Masculine/Feminine) between-subjects design. Participants (N = 349) were randomly assigned to one of eight applicant conditions. They were first presented with a job description, followed by a cover letter displaying the applicants' qualifications, gender and sexual orientation. Participants evaluated the applicant's competence, social skills and hireability, and provided self-reports of their attitudes toward gays/lesbians and traditional gender roles.FindingsThe results demonstrated a distinct pattern of discrimination toward gay/lesbian applicants who were rated significantly lower in competence, social skills and hireability than were heterosexual applicants. Additionally, using multigroup structural equation modeling, we found that sexual orientation differentially impacted the relationship between attitudes and hireability ratings; negative attitudes toward homosexuality, beliefs about sexual orientation as a choice and belief in traditional gender roles were significant predictors of hireability ratings for gay/lesbian applicants, but were unrelated to evaluations of heterosexual applicants.Research limitations/implicationsThe current study highlights the underlying mechanisms involved in hiring discrimination against Lesbian Gay Bisexual Trans (LGBT) workers including lower evaluations of competence, social skills and structural differences in the impact of attitudes. These direct links must be explicitly addressed for continued progress related to equality, diversity and inclusion in Human Resource Management (HRM). Continued multidisciplinary research that considers gender identity and sexual orientation signal salience, consequences of specific career stereotypes, regional differences and the effects of societal shifts in attitudes overtime will continue to improve our understanding and drive us toward a more equitable future.Practical implicationsBy identifying the underlying mechanisms involved in hiring discrimination, this study highlights the need for diversity trainings that go beyond the blanket approaches to diversity management and explicitly address conscious and unconscious biases that may influence the hiring process. Additionally, it is critical for organizations to provide top-down support from leadership, and implement mechanisms that allow LGBT voices to be heard and feel comfortable in their work environment to reduce the psychological strain.Social implicationsPrior to the recent landmark ruling by the Supreme Court on June 15, 2020, which extended the 1964 Civil Rights Act workplace protections to gay, lesbianand transgender employees, in many places across the United States Lesbian, gay, bisexual, transgender, and queer (LGBTQ+) identifying workers could still be legally discriminated against. The pattern of discrimination identified in the current study provides clear evidence that these protections are necessary, and long overdue.Originality/valueThis study identifies two clear patterns of hiring discrimination: (1) lower hireability ratings and (2) structural differences in the evaluative process for gay/lesbian applicants. These findings provide experimental evidence, currently lacking in the literature, that support survey-based and qualitative findings of LGBT's experiences, and demonstrate how negative attitudes, irrelevant to the qualifications of an applicant, seep into hiring decisions.

Audience and Critical Response

2015 ◽  
pp. 129-136
Author(s):  
Emily Hughes
Keyword(s):  
Sexual Orientation ◽  
Gender Roles ◽  
Early Career ◽  
Gender And Sexuality ◽  
Technical Expertise ◽  
Critical Response ◽  
Traditional Gender Roles

This chapter looks at the audience and critical response to Pedro Almodóvar's Talk to Her (2002). The film can be thought to appeal to fans of Almodóvar and in this sense, whilst Hollywood often uses star marketing, the distributors of Almodóvar's films often position him as the star. Indeed, the campaign focused around Almodóvar as a cult figure. In his early career, Almodóvar had 'consciously cultivated the image of a celebrity auteur'. Moreover, regardless of gender or sexual orientation, Talk to Her is most likely to appeal to people with liberal attitudes and, in particular, liberal attitudes towards gender and sexuality in its continual rejection and renegotiation of traditional gender roles. Overall, the film received resoundingly positive critical acclaim. Even those who found Almodóvar's message troubling tended to be impressed by his technical expertise.

scholarly journals Women's Race-and Sex-Based Social Attitudes

2017 ◽  
Vol 26 (1) ◽  
pp. 179-193 ◽  
Author(s):  
Peter K. Jonason ◽  
Ashley N. Lavertu
Keyword(s):  
Sexual Orientation ◽  
Individual Differences ◽  
Gender Roles ◽  
Big Five ◽  
Political Action ◽  
Social Attitudes ◽  
Dark Triad ◽  
Bisexual Women ◽  
Traditional Gender Roles ◽  
Big Five Traits

How do individual differences in personality and sexuality relate to social attitudes? We contend that personality traits and sexual orientation are descriptions of underlying biases (e.g., perceptual) that exert top-down influences into all of life's domains including social attitudes. The present study (N=200 women) examined individual differences in sex-based and race-based social attitudes as a function of the Big Five traits, the Dark Triad traits, and sexual orientation. We found that affiliative-based motivations in the form of agreeableness, openness, and narcissism predicted the desire and tendency to affiliate with other women. We also found fear-based (i.e., neuroticism) and entitlement-based (i.e., narcissism) traits were associated with efforts towards political action for gender equality. We found a "go-along" disposition (i.e., agreeableness and openness) was associated with greater endorsement of traditional gender roles. We replicated associations between the Big Five traits (i.e., openness and agreeableness) and race-based social attitudes. Uniquely, Machiavellianism was associated with more race-based social attitudes but with diminished endorsement of traditional gender roles. And last, we suggest that experienced discrimination among bisexual women may lead them to be less likely to hold both undesirable race-based and sex-based social attitudes.

scholarly journals What drives hiring discrimination against transgenders?

2018 ◽  
Vol 39 (4) ◽  
pp. 581-599 ◽  
Author(s):  
Hannah Van Borm ◽  
Stijn Baert
Keyword(s):  
Labour Market ◽  
Transgender Women ◽  
Mediation Model ◽  
Multiple Mediation ◽  
Content Type ◽  
Hiring Discrimination ◽  
Job Candidates ◽  
Policy Measures ◽  
Underlying Mechanisms ◽  
Labour Market Discrimination

Purpose The purpose of this paper is to explore the mechanisms underlying hiring discrimination against transgender women. Design/methodology/approach The authors conduct a scenario experiment in which fictitious hiring decisions are made about transgender or cisgender female job candidates. In addition, these candidates are scored on statements related to theoretical reasons for hiring discrimination given in the literature. The resulting data are analysed by means of a multiple mediation model. Findings The results suggest that prejudices with respect to the health of transgender individuals mediate unfavourable treatment of them. However, this mechanism is compensated by a beneficial perception concerning transgender women’s autonomy and assertiveness. 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 a first exploration of these mechanisms. Originality/value This study innovates in being the first to explore the relative empirical importance of dominant (theoretical) explanations for hiring discrimination against transgender women. Thereby, the authors take the logical next step in the literature on labour market discrimination against transgender individuals.

Competent Yet Out in the Cold: Shifting Criteria for Hiring Reflect Backlash Toward Agentic Women

2008 ◽  
Vol 32 (4) ◽  
pp. 406-413 ◽  
Author(s):  
Julie E. Phelan ◽  
Corinne A. Moss-Racusin ◽  
Laurie A. Rudman
Keyword(s):  
Social Skills ◽  
Past Research ◽  
Hiring Decisions ◽  
Present Evidence ◽  
Hiring Discrimination ◽  
Professional Success ◽  
Hiring Criteria

We present evidence that shifting hiring criteria reflects backlash toward agentic (“masterful”) women ( Rudman, 1998 ). Participants ( N = 428) evaluated male or female agentic or communal managerial applicants on dimensions of competence, social skills, and hireability. Consistent with past research, agentic women were perceived as highly competent but deficient in social skills, compared with agentic men. New to the present research, social skills predicted hiring decisions more than competence for agentic women; for all other applicants, competence received more weight than social skills. Thus, evaluators shifted the job criteria away from agentic women's strong suit (competence) and toward their perceived deficit (social skills) to justify hiring discrimination. The implications of these findings for women's professional success are discussed.

Discrimination against gays and lesbians in hiring decisions: a meta-analysis

2019 ◽  
Vol 41 (6) ◽  
pp. 671-691 ◽  
Author(s):  
Alexandre Flage
Keyword(s):  
Labor Market ◽  
Sexual Orientation ◽  
Selection Process ◽  
Meta Analysis ◽  
Oecd Countries ◽  
Orientation Discrimination ◽  
Hiring Decisions ◽  
Content Type ◽  
Sexual Orientation Discrimination ◽  
Meta Analyses

Purpose The purpose of this paper is to evaluate the true level of discrimination against openly gay and lesbian applicants in hiring decisions in OECD countries as well as on its determinants. Design/methodology/approach The author presents an overview of all studies conducted in order to test for discrimination against homosexual applicants in the labor market by the correspondence testing method. Moreover, the author performs a meta-analysis of correspondence tests from 18 separate studies conducted in OECD countries to test sexual orientation discrimination, containing more than 70 estimates of effects and representing a total of more than 50,000 resumes sent to employers. In addition to presenting overall results, the author focus on subgroups of specific correspondence tests in order to highlight the differences across gender, type of jobs, procedure, continent and type of information provided in applications. Findings The author provides evidence that sexual orientation discrimination occurs in the labor market in OECD countries, such that openly homosexual applicants face similar discrimination as ethnic minority applicants. Discrimination is significantly greater in the selection process for low-skilled than for high-skilled jobs. In the selection process for low-skilled jobs, lesbian candidates face significantly lower discrimination than gays (except in jobs that are considered “women’s” jobs). Discrimination is significantly higher in Europe than in North America. Moreover, the way sexual orientation is signaled may influence the level of discrimination found. Finally, discrimination against homosexual applicants is not only a matter of preferences: providing more positive information in applications significantly reduces the level of discrimination. Originality/value This paper offers the first quantitative analysis of sexual orientation discrimination in OECD countries through meta-analyses.

The gateway to consumption freedom through a communal glass of wine

2019 ◽  
Vol 31 (3) ◽  
pp. 303-326 ◽  
Author(s):  
Kyuho Lee ◽  
Melih Madanoglu ◽  
Steve W. Henson ◽  
Jae-Youn Ko
Keyword(s):  
Gender Roles ◽  
Alcoholic Beverage ◽  
Western Culture ◽  
Female Gender ◽  
Content Type ◽  
Korean Society ◽  
Wine Consumption ◽  
South Korean ◽  
Female Consumers ◽  
Traditional Gender Roles

Purpose Confucian philosophy emphasizes gender roles that place significant restrictions on the consumption of non-traditional products. The authors use wine to advance our understanding of how South Korean female consumers have established a new female gender role and identity by adopting new communities that allow non-traditional consumption while still accepting gender roles. This paper aims to examine how South Korean female consumers create a unique consumption culture with respect to wine consumption. Design/methodology/approach A hermeneutic approach was adopted to understand what motivates South Korean female consumers to join a wine consumption community and their perceptions about consuming wine. Researchers conducted 26 semi-structured face-to-face interviews that ranged from 45 to 120 min, with an average duration of 1 h. Findings The results of the study suggest that wine can be a medium for emancipating women from traditional gender roles and social images of women embedded in South Korean society that call for women to sacrifice themselves for their families. In addition, the study’s findings suggest that Western wine marketers need to understand the power of wine consumption communities that are a unique consumption ritual among South Korean female wine consumers. Originality/value South Korean female respondents drink wine as both a way to seek pleasure through a Western alcoholic beverage and to consume and experience Western culture and lifestyles. However, South Korean female respondents tend to drink wine within consumption communities, which are a powerful consumption ritual in South Korea. In other words, although South Korean female respondents consume wine to experience and learn about Western culture and lifestyles, they have entirely not abandoned their traditional consumption rituals.

Turkish unemployment will stagnate without fast growth

2017 ◽  
Keyword(s):  
Gender Roles ◽  
Economic Activity ◽  
Ad Hoc ◽  
Labour Force ◽  
Syrian Refugees ◽  
Additional Risk ◽  
Content Type ◽  
Traditional Gender Roles ◽  
Doing Business ◽  
Employment Subsidies

Significance In conjunction with other ad-hoc government measures, employment subsidies could assist economic activity in 2017 (global conditions and political developments permitting), at the expense of some deterioration in public finances. Even so, unemployment is likely to average around 11% this year. Impacts Not enough jobs will be created ahead of the constitutional referendum on April 16 to affect the result. Given the level of unemployment, integrating Syrian refugees into the labour force will remain politically sensitive. Lack of opportunity will keep many women out of the workforce, reinforcing traditional gender roles and conservative social norms. Authorities’ calls on business to act in ways not necessarily in its interest could be seen as an additional risk of doing business.

Profaning Jewish Mores in Chochana Boukhobza's Un été à Jérusalem

2018 ◽  
Vol 57 (1) ◽  
pp. 81-91
Author(s):  
Nancy M. Arenberg
Keyword(s):  
Gender Roles ◽  
Complex Problem ◽  
Religious Practices ◽  
Her Family ◽  
Traditional Gender Roles ◽  
The City ◽  
Traditional Roles

As a transnational Israeli writer, Chochana Boukhobza delves into the complex problem of crossing borders in Un été à Jérusalem (1986), a text which focuses on the unnamed protagonist's trip from Paris to visit her family during the summer months in Jerusalem. Although the narrator had resided in Israel previously, she is forced to grapple with her ‘Otherness’ in Jerusalem, especially as a Jew originally from Tunisia. The narrator's crisis of exile is defined by her sense of disconnection to her family, the city, Israeli politics, and women's traditional roles. In this essay, particular emphasis will be placed on the protagonist's penchant for profaning Jewish cultural and religious practices, which is articulated through a series of corporeal transgressions. To launch this revolt against the patriarchal structure of the nation in Israel, the narrator rejects the submissive role assigned to Jewish-Tunisian women, and, in so doing, dismantles traditional gender roles.

Material World: Gender and the Bible in Evangelical Purity Culture

2018 ◽  
Author(s):  
Sara Moslener
Keyword(s):  
United States ◽  
Young People ◽  
Gender Roles ◽  
The United States ◽  
Modern Life ◽  
Material World ◽  
Avant Garde ◽  
Teenage Girls ◽  
Traditional Gender Roles ◽  
The Bible

For evangelical adolescents living in the United States, the material world of commerce and sexuality is fraught with danger. Contemporary movements urge young people to embrace sexual purity and abstinence before marriage and eschew the secular pressures of modern life. And yet, the sacred text that is used to authorize these teachings betrays evangelicals’ long-standing ability to embrace the material world for spiritual purposes. Bibles marketed to teenage girls, including those produced by and for sexual purity campaigns, make use of prevailing trends in bible marketing. By packaging the message of sexual purity and traditional gender roles into a sleek modern day apparatus, American evangelicals present female sexual restraint as the avant-garde of contemporary, evangelical orthodoxy.

scholarly journals What Lies beneath Sustainable Education? Predicting and Tackling Gender Differences in STEM Academic Success

2021 ◽  
Vol 13 (4) ◽  
pp. 1671
Author(s):  
Maura A. E. Pilotti
Keyword(s):  
High School ◽  
Academic Success ◽  
Gender Roles ◽  
Gender Bias ◽  
Interior Design ◽  
Female Students ◽  
Gender Inequalities ◽  
Stem Fields ◽  
High School Gpa ◽  
Traditional Gender Roles

In many societies across the globe, females are still underrepresented in science, technology, engineering, and math (STEM fields), although they are reported to have higher grades in high school and college than males. The present study was guided by the assumption that the sustainability of higher education critically rests on the academic success of both male and female students under conditions of equitable educational options, practices, and contents. It first assessed the persistence of familiar patterns of gender bias (e.g., do competencies at enrollment, serving as academic precursors, and academic performance favor females?) in college students of a society in transition from a gender-segregated workforce with marked gender inequalities to one whose aims at integrating into the global economy demand that women pursue once forbidden careers thought to be the exclusive domain of men. It then examined how simple indices of academic readiness, as well as preferences for fields fitting traditional gender roles, could predict attainment of key competencies and motivation to graduate (as measured by the average number of credits completed per year) in college. As expected, females had a higher high school GPA. Once in college, they were underrepresented in a major that fitted traditional gender roles (interior design) and over-represented in one that did not fit (business). Female students’ performance and motivation to graduate did not differ between the male-suited major of business and the female-suited major of interior design. Male students’ performance and motivation to graduate were higher in engineering than in business, albeit both majors were gender-role consistent. Although high school GPA and English proficiency scores predicted performance and motivation for all, preference for engineering over business also predicted males’ performance and motivation. These findings offered a more complex picture of patterns of gender bias, thereby inspiring the implementation of targeted educational interventions to improve females’ motivation for and enrollment in STEM fields, nowadays increasingly available to them, as well as to enhance males’ academic success in non-STEM fields such as business.

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