Psychological Assessment of Gay and Lesbian Law Enforcement Applicants

Hiatt, Deirdre; Hargrave, George E.

doi:10.1207/s15327752jpa6301_6

Cited by 16 publications

(13 citation statements)

References 4 publications

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“…Horvath and Ryan (2003), who conducted research on heterosexual college aged men and women, found that discrimination was a factor in evaluating the resumes of gay men and lesbians, but also found that male participants ranked heterosexual women lower than they did gay men and lesbians. However, Hiatt and Hargrave (1994) found no differences between heterosexual and homosexual applicants in selection rates or ratings of job performance in the police force. Pager and Quillian (2005) found in their study of employment that respondents may hold a positive attitude toward hiring excriminals, but their behavior is completely different.…”

Section: Introductionmentioning

confidence: 68%

Working Class Masculinity: Keeping Gay Men and Lesbians out of the Workplace

2007

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Recent survey research suggests that heterosexuals' attitudes toward lesbian and gay rights have become more progressive. However, we find in our research that negative attitudes and barriers against gay men and lesbians in workplaces still remain. Our project represents one case study of hidden animosity toward homosexuals, which varies from "overt disgust" to "don't ask, don't tell" policies that reinforce negative attitudes toward gay men and lesbians. As such, we contend that attitudes toward lesbian and gay rights are not becoming more progressive; instead various methods of discrimination are increasingly being used to exclude gay men and lesbians from the workplace. We argue that White working class men have constructed and maintained a form of White male solidarity, a collective practice directed toward women, People of Color, and non-heterosexuals that maintains racism, sexism, and homophobia in the local, national, and global context.

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Section: Introductionmentioning

confidence: 68%

Working Class Masculinity: Keeping Gay Men and Lesbians out of the Workplace

2007

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“…In addition to the outcomes of heterosexism detailed above, we also highlight the argument that employment decisions are effective only to the extent that they rely on valid predictors of performance. There is no evidence that LGBT workers perform any less well than their straight counterparts (see American Psychological Association [APA], 1997; Hiatt & Hargrave, 1994) or that LGBT workers differ meaningfully from non-LGBT workers on other job-related criteria. In fact, according to some estimates, LGBT individuals gain higher levels of education (a common predictor in selection decisions) than non-LGBT individuals (Black, Gates, Sanders, & Taylor, 2000).…”

Section: Reasons For Organizations To Respond: the Economic Imperativementioning

confidence: 99%

The Social and Economic Imperative of Lesbian, Gay, Bisexual, and Transgendered Supportive Organizational Policies

King

Cortina

2010

Ind. organ. psychol.

123

115

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The central premise of this article is that organizations have social and economic interests in building policies and practices that support lesbian, gay, bisexual, and transgendered (LGBT) workers. This argument is based on empirical evidence that (a) LGBT workers continue to face discrimination at work from which they are not protected under federal law, and (b) discrimination has negative consequences for individual's mental and physical health, and on reasoning that (c) organizations share responsibility for the social good of the communities in which they operate. We offer practical suggestions for creating LGBT‐supportive organizations and propose that industrial–organizational psychologists have an ethical obligation to support such efforts.

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“…Within such environments, LGBQ officers may also experience the increased visibility of minorities () cited in Miller et al (). Despite evidence that they perform police work as well as heterosexuals (Hiatt and Hargrave ), LGBQ officers must work harder than their straight counterparts to be judged as correctly doing policing under a gendered and heterosexist paradigm (Myers et al ). Not only do gay/lesbian officers try to prove themselves as good officers, they also work to contradict oppressive hetero‐gendered stereotypes.…”

Section: Experiences and Consequences Of Homophobia And Heterosexism mentioning

confidence: 99%

Proving Themselves: The Status of LGBQ Police Officers

Miller

Lilley

2014

Sociology Compass

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The policing occupation, a bastion of hegemonic masculinity, is well known for its historical resistance to “difference,” whether among its own members or in society at large. Nowhere does this clash manifest as strongly as when LGBQ police officers join the force. LGBQ individuals have made great strides in breaking down some beliefs of the traditional and rigid police occupational culture. Still, more progress remains to be made toward dismantling the barriers of heterosexism and sexism that often permeate policing. This article explores the history of these barriers, the progress made, and the structural and individual level obstacles that remain. Policy recommendations and suggestions for future research are also made.

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Psychological Assessment of Gay and Lesbian Law Enforcement Applicants

Cited by 16 publications

References 4 publications

Working Class Masculinity: Keeping Gay Men and Lesbians out of the Workplace

Working Class Masculinity: Keeping Gay Men and Lesbians out of the Workplace

The Social and Economic Imperative of Lesbian, Gay, Bisexual, and Transgendered Supportive Organizational Policies

Proving Themselves: The Status of LGBQ Police Officers

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