Now a new study by the University of Sussex has found that discrimination occurs when candidates refer to membership of gay associations in their CVs.
But not in the direction you might expect.
400 participants were shown fictitious CVs. One was clearly from a lesbian, one from a gay man and the other two from a straight man and woman. The CVs were identical in terms of qualifications and experience except for a reference to membership of a gay professional association.
The researchers found that female managers were more likely to pick gay and lesbian candidates whereas men were more likely to pick straight candidates.
Benjamin Everly from the university’s School of Management & Economics said the findings suggest employers should consider carefully who was making their recruitment decisions. “These results show that bias against gay men and lesbians is much more nuanced than previous work suggests“. He could have said that there is evidence of bias against heterosexual candidates, by women, but that might not have sounded so PC.
He thought “Hiring decisions made by teams of both men and women could lead to less biased decisions”. He though that the findings could influence when and how gay men and lesbians disclosed their sexual orientation in the recruitment process.
The report in the Times doesn’t say what job the fictitious candidates were applying for or from what sectors the 400 participants came from. It’s possible they were students at the Business School but I don’t know that.
However research at Anglia Ruskin University suggested that at graduate entry level gay men received the fewest invitations of interview in traditional male occupations such as accountancy, banking,finance, and management and lesbians received fewer invitations for shortlisting in traditionally female occupations like social care, social services and charity work.
Recruiters are notoriously bad as selecting the right person for the job and the whole process is about discriminating against unsuitable candidates. Many people in recruitment have not been trained appropriately (worryingly the Sussex study refers to managers not HR people) and line managers are often the worst as seen recently in the steakhouse incident.
Leaving sexual orientation aside (and is Sussex going to replicate the research across the whole gender fluid/LGBT spectrum?) men and women have been shown to be discriminated against just on the basis of their looks, with women rejecting attractive female candidates and insecure men rejecting good-looking men.
Interestingly the recruitment process for the new head of the Metropolitan Police included psychometric testing, probably for the first time. (Don’t know what they used but hope it wasn’t the MBTI or DISC).