Despite its rising importance, empirical research about sexual orientation in the workplace is still scarce. This experimental study examined if gay candidates, with the same work-related qualities as heterosexual candidates, would be judged less favorably in a personnel selection context. Written candidate profiles were varied in a 3 x 3 between-subjects factorial design, with candidate quality and sexual orientation as experimental variables. Our results indicated that the hirability ratings of 135 selection professionals were based on candidate quality and that no discrimination on the basis of sexual orientation occurred. Implications of these findings and directions for future research are discussed.
Employment discrimination, personnel selection, sexual orientation
Human Resources Management | Organizational Behavior and Theory
Organisational Behaviour and Human Resources
Journal of Business and Psychology
Springer Verlag (Germany)
VAN HOYE, Greet and LIEVENS, Filip.
The effects of sexual orientation on hirability ratings: An experimental study. (2003). Journal of Business and Psychology. 18, (1), 15-30. Research Collection Lee Kong Chian School Of Business.
Available at: http://ink.library.smu.edu.sg/lkcsb_research/5653
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