Contextual Prejudice: How Occupational Context and Stereotypes Shape Bias against Gay and Lesbian Employees

While much research provides evidence that gay men and lesbians are discriminated against in the U.S. labor force, the contexts in which such bias is enhanced or reduced, or the mechanisms behind it, are harder to pinpoint. This article puts forth that occupational context—and specifically, the stereotypes about gay men and lesbians evoked by certain occupational contexts—play an important role in shaping bias against gay men and lesbians in the labor force. I argue that people are implicitly guided by cultural stereotypes about gay men and lesbians, which affects perceptions about whether they are suitable for specific occupations. This leads to penalties for being openly gay or lesbian in some occupational scenarios, but may lead to less or no penalties in others. This theory is tested empirically using a list experiment, a methodological technique designed to reduce or eliminate social desirability bias in responses. Results suggest that bias against gay men and lesbians is not standard across all occupations or subgroups of gay employees, but rather, is shaped by important contextual factors that can activate certain stereotypes about gay and lesbian individuals.