Discrimination of Applicants on the Basis of their Sexual Orientation: An Experimental Approach

在第一个供资期间，该项目的首要目标是了解申请过程中基于性取向的歧视是否可以通过考虑申请人和工作的男性和女性特征之间的匹配来解释。我们将失适模型应用于社会类别性取向。基于女同性恋者和男同性恋者超越传统性别角色的刻板印象，在刻板印象内容模型的两个中心维度上，他们应该被认为与异性恋者不同。具体地说，男同性恋者应被赋予比异性恋者更高的共融（或温暖），而女同性恋者应被赋予比异性恋者更高的能动性（包括与任务相关的能力）。为了实现这些目标，共进行了19次实验。他们得出了许多假设和重复的发现（例如，男同性恋者被认为是高热情的）。然而，其他发现是出乎意料的，并且无法用现有模型解释，特别是与身份交叉点有关的发现（也称为非原型身份，例如，德国的土耳其女同性恋者）。我们的大多数实验的结果表明，这些目标的积极判断。第二个供资期的总体目标是增进对解释工作背景下基于不同社会身份类别的交叉点的（消极和积极）歧视的过程的了解。最终的目标是使用关于身份交叉点的发现来扩展和完善现有的模型。我们将调查在哪些条件下，假设申请人与非典型群体身份面临歧视解释他们的积极印象（目标1）。这些实验也有助于解释我们之前的发现。目标2是开发扩展的研究范式，以测试在何种条件下，非原型目标被保护免受歧视，以及在多大程度上这是相关的感知器的特点。最后，我们将整合现有的研究结果在一个扩展的理论模型（目标3）。

During the first funding period, the overarching objective of the project was to understand whether sexual-orientation based discrimination in application processes can be explained by considering the match between the perceived masculinity and femininity of applicants and of jobs. We applied the Lack-of-Fit Model to the social category sexual orientation. Based on the stereotype that lesbians and gay men transgress traditional gender roles, they should be perceived differently than heterosexuals on the two central dimensions of the Stereotype Content Model. Concretely, gay men should be ascribed higher communion (or warmth) than heterosexual men, whereas lesbians should be ascribed higher agency (including task-related competence) than heterosexual women. Towards these aims, a total of 19 experiments were carried out. They yielded many hypothesized and replicated findings (e.g., that gay men were ascribed high warmth). However, other findings were unexpected and cannot be explained by existing models, in particular findings pertaining to identity intersections (also called non-prototypical identities, e.g., Turkish lesbians in Germany). Findings of most of our experiments revealed positive judgments of these targets. The general objective of the second funding period is to advance knowledge on processes explaining (negative and positive) discrimination based on intersections of different social identity categories in work-related contexts. The ultimate objective is to use findings regarding identity intersections to extend and refine existing models. We will investigate under which conditions the assumption that applicants with non-prototypical group identities have faced discrimination explains their positive impressions (Aim 1). These experiments should also help explain our previous findings. Aim 2 is to develop extended research paradigms to test under which conditions non-prototypical targets are protected from discrimination and in how far this is related to perceivers’ characteristics. Finally, we will integrate existing findings in an extended theoretical model (Aim 3).