Lesbian presentations and representations of leadership, and the implications for HRD

Gedro, Julie

doi:10.1108/03090591011061220

Cited by 17 publications

(28 citation statements)

References 26 publications

(39 reference statements)

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“…LG individuals’ difficulties in getting top positions may be due to status beliefs that create expectations of low competence (Childers, 2000; Webster, Hysom, & Fullmer, 1998). Among LG individuals, lesbian women represent a lower status group because they are a double minority—women and lesbians (Garnets & Kimmel, 1991; Gedro, 2010; Woodruffle-Burton & Bairstow, 2013; see also Fasoli, Cadinu, et al, 2018). Their gender and sexual identities are usually devaluated (see Hancock, 2007), making lesbian women an invisible target (Purdie-Vaughns & Eibach, 2008).…”

Section: Role Congruity and Status Beliefsmentioning

confidence: 99%

A Leader Doesn’t Sound Lesbian!: The Impact of Sexual Orientation Vocal Cues on Heterosexual Persons’ First Impression and Hiring Decision

Fasoli

Hegarty

2019

Psychology of Women Quarterly

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In three studies ( N = 340), we tested whether vocal cues to a person’s sexual orientation prompted sexual orientation discrimination in heterosexual individuals when hiring leaders. Our results inform how gender and sexual orientation intersect to produce discriminatory effects in the hiring context. Heterosexual participants listened to short clips of voices that sounded like job candidate was a lesbian or heterosexual woman, or a gay or heterosexual man, and rated all for job suitability and employability. Candidates applied for jobs as leaders (Study 1), as leaders or assistants (Study 2), and for leadership roles that varied in both gender role and status (Study 3). Sexual orientation discrimination occurred in all three studies and was greater among women job candidates. Refuting role congruity theory, several findings disconfirmed the prediction that lesbian-sounding women would be advantaged when stereotyped as masculine and when applying for leadership roles. Rather, in line with status-beliefs theory, lesbian-sounding women and gay-sounding men were rated and ranked poorly to the extent that they were perceived as less competent than heterosexual candidates. Findings suggest that hiring discrimination occurs in subtle ways, such as when individuals sound gay/lesbian. This has implications for recruitment as well as sexual-orientation discrimination court cases. Online slides for instructors who want to use this article for teaching are available on PWQ's website at http://journals.sagepub.com/doi/suppl/10.1177/0361684319891168

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Section: Role Congruity and Status Beliefsmentioning

confidence: 99%

A Leader Doesn’t Sound Lesbian!: The Impact of Sexual Orientation Vocal Cues on Heterosexual Persons’ First Impression and Hiring Decision

Fasoli

Hegarty

2019

Psychology of Women Quarterly

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“…Gedro (2010) noted that lesbians transgress sexual orientation and often gender roles. Gedro (2010) noted that lesbians transgress sexual orientation and often gender roles.…”

Section: Stereotypes Of Gay Menmentioning

confidence: 99%

“…In a related line of research, scholars have examined the effects of violating the female gender role on lesbian employees. Gedro (2010) noted that lesbians transgress sexual orientation and often gender roles. As gay men are expected to conform to the male gender role, similarly are lesbians expected to conform to the female gender role (Goodman & Moradi, 2008).…”

Section: Stereotypes Of Gay Menmentioning

confidence: 99%

Think leader, think heterosexual male? The perceived leadership effectiveness of gay male leaders

Morton

2017

Can J Adm Sci

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Applying a framework of leadership categorization theory, I examined the leadership perceptions of heterosexual and gay male leaders. A significant interaction was found between participants' homonegativity and the sexual orientation of the target leader (heterosexual male or gay male) for the variable of leadership effectiveness. For participants who were less homonegative, there were no significant differences between evaluations of heterosexual and gay male leaders. However, individuals who were more homonegative evaluated the gay male leader more negatively than they did the heterosexual male leader. Implications of these findings for leaders with a minority sexual orientation and their organizations are discussed.

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“…Gedro () noted the need for additional research differentiating the experiences of each of the individual LGBT groups. Publications addressing issues specifically for lesbians in mostly corporate settings (Gedro, ; Gedro ; Gedro, Cervero, & Johnson‐Bailey, ) have emerged over the last decade. Also emerging within the HRD dialogue is a conversation about gay men who work in masculinized industries (Collins, ; Collins & Callahan, ).…”

mentioning

confidence: 99%

Retaliatory Strike or Fired with Cause: A Case Study of Gay Identity Disclosure and Law Enforcement

Collins

2016

New Horizons in Adult Education and Human Resource Development

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A relatively small amount of HRD research has focused on issues for lesbian, gay, bisexual, and transgender (LGBT) people. The majority that does exist tends to focus on issues assumed to cut across the entire LGBT community. However, a need exists for research that identifies and articulates the varied experiences of each of these identity groups. One emerging area of HRD research is to look at the experiences of gay men working in masculinized industries, where dated stereotypes regarding masculinity and sexuality often position gay men as exceptions to assumed male privilege. The purpose of this study was to examine the perceptions of one gay male former law enforcement officer and how (non)disclosure in the masculinized industry context of law enforcement influenced and constrained his work experiences. The subject for the case was Mike Verdugo, formerly of the Hollywood, Florida, Police Department. Findings highlight the plausibility that a gay law enforcement officer might choose to come out at work because he dreads the potential repercussions of being outed by someone else in an environment that often produces conflicting narratives regarding being gay. Implications for HRD are discussed across the domains of learning, support, assessment, and research. It is suggested that HRD develop strategies to combat stigma and stereotypes related to gay identity, while actively seeking alternatives to accepted training, career development, and organizational norms. KeywordsGay men, law enforcement, case study, disclosure, organizational culture Despite mounting sociopolitical changes with regard to lesbian, gay, bisexual, and transgender (LGBT) inclusion, a relatively small amount of Human Resource Development (HRD) literature has focused on issues for sexual minorities (Schmidt, Githens, Rocco, & Kormanik, 2012). As in most other fields, the majority of LGBT research in HRD has focused on issues assumed to cut across the entire LGBT community. Gedro (2013) noted the need for additional research differentiating the experiences of each of the individual LGBT groups. Publications addressing issues specifically for lesbians in mostly corporate settings

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Lesbian presentations and representations of leadership, and the implications for HRD

Cited by 17 publications

References 26 publications

A Leader Doesn’t Sound Lesbian!: The Impact of Sexual Orientation Vocal Cues on Heterosexual Persons’ First Impression and Hiring Decision

A Leader Doesn’t Sound Lesbian!: The Impact of Sexual Orientation Vocal Cues on Heterosexual Persons’ First Impression and Hiring Decision

Think leader, think heterosexual male? The perceived leadership effectiveness of gay male leaders

Retaliatory Strike or Fired with Cause: A Case Study of Gay Identity Disclosure and Law Enforcement

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