Metadata
- Author: jstor.org
- Full Title:: Pride and Prejudice: Employment Discrimination Against Openly Gay Men in the United States
- Category:: 🗞️Articles
- URL:: https://www.jstor.org/stable/pdf/10.1086/661653.pdf?refreqid=excelsior%3A68e1ab6d107c0a99c53d94fbadd36caf&ab_segments=&origin=&initiator=&acceptTC=1
- Finished date:: 2023-03-01
Highlights
while gay men are commonly stereotyped as feminine or effeminate (Madon 1997), lesbians are often believed to be overly masculine (Ward 2008). Given these different perceptions, employer behavior toward job seekers from different LGBT groups may not be uniform (View Highlight)
While survey-based research consistently documented a wage penalty for gay men, some studies found a wage premium for lesbians (Klawitter and Flatt 1998; Black et al. 2003). (View Highlight)
New highlights added 2023-03-01
While heterosexual ap- plicants had an 11.5% chance of being invited for an interview, equally qualified gay applicants only had a 7.2% chance of receiving a positive response (View Highlight)
In addition, as expected, the callback gap was particularly large in the case of employers who emphasized the importance of stereotypically male heterosexual traits. (View Highlight)