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Sexual orientation stereotypes and job candidate screening : why gay is (mostly) OK

Philippe Sterkens (UGent) , Axana Dalle (UGent) , Joey Wuyts, Ines Pauwels, Hellen Durinck and Stijn Baert (UGent)
(2025) JOURNAL OF POPULATION ECONOMICS. 38(1).
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Abstract
To explain the conflicting findings on hiring discrimination against applicants in a same-sex marriage, we explore the perceptual drivers behind employers’ evaluations. Therefore, we conduct a vignette experiment among recruiters, for which we test systematically selected stereotypes from earlier studies. We find causal evidence for distinct effects of same-sex marriage on candidate perceptions and interview probabilities. In particular, interview probabilities are positively (negatively) associated with the stereotype of women (men) married to a same-sex partner as being more (less) pleasant to work with compared to candidates in a different-sex marriage. In addition, interview chances are negatively associated with the stereotype of candidates in a same-sex marriage as being more outspoken. Furthermore, our data align well with the idea of a concentrated discrimination account, whereby a minority of employers who hold negative attitudes towards individuals in same-sex marriages are responsible for most instances of hiring discrimination.
Keywords
Sexual orientation, Signalling theory, Statistical discrimination, Taste-based discrimination, Hiring experiment, C38 Classification, Methods, Cluster analysis, Principal components and factor models, J12, Marriage, Marital dissolution, Family structure and domestic abuse, J71, Discrimination, HIRING DISCRIMINATION, LABOR-MARKET, MARITAL-STATUS, INTERPERSONAL, DISCRIMINATION, EMPLOYMENT DISCRIMINATION, LESBIANS, MEN, PREJUDICE, BIAS, HOMOSEXUALITY

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MLA
Sterkens, Philippe, et al. “Sexual Orientation Stereotypes and Job Candidate Screening : Why Gay Is (Mostly) OK.” JOURNAL OF POPULATION ECONOMICS, vol. 38, no. 1, 2025, doi:10.1007/s00148-025-01071-w.
APA
Sterkens, P., Dalle, A., Wuyts, J., Pauwels, I., Durinck, H., & Baert, S. (2025). Sexual orientation stereotypes and job candidate screening : why gay is (mostly) OK. JOURNAL OF POPULATION ECONOMICS, 38(1). https://doi.org/10.1007/s00148-025-01071-w
Chicago author-date
Sterkens, Philippe, Axana Dalle, Joey Wuyts, Ines Pauwels, Hellen Durinck, and Stijn Baert. 2025. “Sexual Orientation Stereotypes and Job Candidate Screening : Why Gay Is (Mostly) OK.” JOURNAL OF POPULATION ECONOMICS 38 (1). https://doi.org/10.1007/s00148-025-01071-w.
Chicago author-date (all authors)
Sterkens, Philippe, Axana Dalle, Joey Wuyts, Ines Pauwels, Hellen Durinck, and Stijn Baert. 2025. “Sexual Orientation Stereotypes and Job Candidate Screening : Why Gay Is (Mostly) OK.” JOURNAL OF POPULATION ECONOMICS 38 (1). doi:10.1007/s00148-025-01071-w.
Vancouver
1.
Sterkens P, Dalle A, Wuyts J, Pauwels I, Durinck H, Baert S. Sexual orientation stereotypes and job candidate screening : why gay is (mostly) OK. JOURNAL OF POPULATION ECONOMICS. 2025;38(1).
IEEE
[1]
P. Sterkens, A. Dalle, J. Wuyts, I. Pauwels, H. Durinck, and S. Baert, “Sexual orientation stereotypes and job candidate screening : why gay is (mostly) OK,” JOURNAL OF POPULATION ECONOMICS, vol. 38, no. 1, 2025.
@article{01JJY2ZRS6KZJ4KEPS4D75HNVW,
  abstract     = {{To explain the conflicting findings on hiring discrimination against applicants in a same-sex marriage, we explore the perceptual drivers behind employers’ evaluations. Therefore, we conduct a vignette experiment among recruiters, for which we test systematically selected stereotypes from earlier studies. We find causal evidence for distinct effects of same-sex marriage on candidate perceptions and interview probabilities. In particular, interview probabilities are positively (negatively) associated with the stereotype of women (men) married to a same-sex partner as being more (less) pleasant to work with compared to candidates in a different-sex marriage. In addition, interview chances are negatively associated with the stereotype of candidates in a same-sex marriage as being more outspoken. Furthermore, our data align well with the idea of a concentrated discrimination account, whereby a minority of employers who hold negative attitudes towards individuals in same-sex marriages are responsible for most instances of hiring discrimination.}},
  articleno    = {{16}},
  author       = {{Sterkens, Philippe and Dalle, Axana and Wuyts, Joey and Pauwels, Ines and Durinck, Hellen and Baert, Stijn}},
  issn         = {{0933-1433}},
  journal      = {{JOURNAL OF POPULATION ECONOMICS}},
  keywords     = {{Sexual orientation,Signalling theory,Statistical discrimination,Taste-based discrimination,Hiring experiment,C38 Classification,Methods, Cluster analysis, Principal components and factor models,J12,Marriage, Marital dissolution, Family structure and domestic abuse,J71,Discrimination,HIRING DISCRIMINATION,LABOR-MARKET,MARITAL-STATUS,INTERPERSONAL,DISCRIMINATION,EMPLOYMENT DISCRIMINATION,LESBIANS,MEN,PREJUDICE,BIAS,HOMOSEXUALITY}},
  language     = {{eng}},
  number       = {{1}},
  pages        = {{40}},
  title        = {{Sexual orientation stereotypes and job candidate screening : why gay is (mostly) OK}},
  url          = {{http://doi.org/10.1007/s00148-025-01071-w}},
  volume       = {{38}},
  year         = {{2025}},
}
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