Female bosses are more likely to hire LGBTI job seekers, than equally qualified heterosexual candidates.
While male bosses favor heterosexual job seekers, a new study finds.
Conducted by the University of Sussex, the study is the first of its kind to identify a positive bias towards LGBTI people in recruitment processes.
Lead author, Dr Ben Everly, believes the results are a warning for employers to set in place mixed recruitment panels.
Dr Everly said: ‘These results show that bias against gay men and lesbians is much more nuanced than previous work suggests.’
‘Hiring decisions made by teams of both men and women could lead to less biased decisions.’ he said.
Around 400 people were randomly shown one of four CVs: lesbian, gay male, straight female or straight male.
The study states: ‘The fictional job applicants were named either Greg Johnson (male) or Jennifer Lewis (female) and listed as belonging to either Los Angeles Gay Business Professionals (gay applicants) or Los Angeles Business Professionals (straight applicants).’
‘All other details, such as professional experience, were the same,’ the survey stated.
Candidates were then rated based on who the survey participants thought should be hired.
Female recruiters scored gay candidates an average of 5.21 and straight candidates 4.8.
This means that female recruiters were more likely to hire LGBTI job seekers, than straight ones.
The study also found female recruiters believed LGBTI candidates to be ‘more competent and warm’.
Dr Everly said: ‘These results could influence when and how gay men and lesbians disclose their gay identities at work.’
‘Because women experience discrimination and the glass ceiling in organizations, women may believe that gay and lesbian applicants must be more competent than equally qualified heterosexual applicants, in order to advance their careers,’ Dr Everly added.