Work-Related Bias Against Homosexuals

Stephen M. Crow
Lillian Y. Fok
Sandra J. Hartman

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DOI: 10.2190/U81Y-QNBE-BGDW-LTH7

Abstract

This research examines work-related bias against homosexuals. We reasoned that if there is a predisposition to discriminate against gays and lesbians, then a situation involving disciplinary action may be one of the ways to tap that predisposition. Moreover, it appeared reasonable that sex-related research scenarios would invoke any existing bias against gays and lesbians. We expected to find bias against homosexuals. We did not, and, in fact, found little evidence of willingness to treat sexual harassment involving homosexuals differently from any other form of sexual harassment involving heterosexuals. If it develops that our findings of no adverse impact based on sexual preferences hold across a wide range of work-related decisions and samples, such results would challenge the assumption of widespread workplace discrimination against gays and lesbians in the United States. As a consequence, the argument for the United States Congress extending special protection to gays and lesbians through civil rights legislation could be significantly weakened.

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