Statistical power analysis for the behavioral sciences (revised ed.). When do subgroup parts add up to the stereotypic whole? Mixed stereotype content for gay male subgroups explains overall ratings. Frontiers in Psychology, 9, 656.Ĭlausell, E., & Fiske, S. The influence of sexual orientation on the perceived fit of male applicants for both male- and female-typed jobs. Educational and Psychological Measurement, 63, 872–887.Ĭlarke, H. The structure of the Bem Sex Role Inventory: A summary report of 23 validation studies. Journal of Consulting and Clinical Psychology, 42, 155–162.Ĭhoi, N., & Fuqua, D. The measurement of psychological androgyny. Sexual orientation and leadership suitability: How being a gay man affects perceptions of fit in gender-stereotyped positions.
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Journal of Homosexuality, 60, 873–894.īarrantes, R. Are gay men and lesbians discriminated against when applying for jobs? A four-city, internet-based field experiment. Social Psychology, 41, 76–81.īailey, J., Wallace, M., & Wright, B. Stereotypes of social groups in Germany in terms of warmth and competence. Group Processes & Intergroup Relations, 17, 91–99.Īsbrock, F. Signaling devotion to work over family undermines the motherhood penalty. Are gay men and lesbians discriminated against in the hiring process? Southern Economic Journal, 79, 565–585.Īranda, B., & Glick, P. Canadian Review of Sociology and Anthropology, 18, 216–221.Īhmed, A. Stigma and employability: Discrimination by sex and sexual orientation in the Ontario legal profession. Journal of Experimental Social Psychology, 47, 935–948.Īdam, B. The bigger one of the 'Big Two': Preferential processing of communal information. We discuss who is discriminated under which conditions, based on gender-related stereotypes, when men’s sexual orientation is revealed in work contexts.Ībele, A. Experiment 2 ( n = 32) replicated the findings pertaining to agency, communion, and masculinity and demonstrated that a gay applicant appeared better suited for traditionally feminine jobs, whereas a heterosexual applicant appeared better suited for traditionally masculine jobs. Instead, both positive and negative indirect effects of sexual orientation on hireability/contact were found. The direct effects of sexual orientation on willingness to engage in work-related contact and on hireability were not significant.
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Findings showed that gay men appeared more gay-stereotypical, less masculine, and more communal than heterosexual men, but no difference in agency was observed. We measured participants’ willingness to work together with applicants, in addition to hireability, as dependent variables, and we assessed as mediators perceived masculinity, how gay-stereotypical male targets were judged, as well as perceived communion and agency. Using a German sample, Experiment 1 ( n = 273) tested whether gay men at the same time appear higher in communion, but lower in agency than heterosexual men and whether a trade-off in hireability impressions results between both groups if jobs require both agency and communion.
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Stereotypes of gay men include the perception that they are less gender-typed than their heterosexual counterparts are (i.e., more gay-stereotypical and less masculine).
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Both agency and communion are important for successful performance in many jobs. Traditional gender stereotypes encompass (typically masculine) agency, comprising task-related competence, and (typically feminine) communion or warmth.