The ‘gay glass ceilg’ is real: Here’s why feme men get overlooked for learship rol, rearchers say

Contents:

• GAY FAD MID-CENTURY GLASSWARE & BARWARE
• HOMOSILI: GLASS IS GAY
• THE ‘GAY GLASS CEILG’ IS REAL: HERE’S WHY FEME MEN GET OVERLOOKED FOR LEARSHIP ROL, REARCHERS SAY
• GAY GLASS
• GAY FAD
• HOW THE LGBT EXECUTIV BROKE THE ‘GAY GLASS CEILG’—AND HOW THEY’RE HELPG FUTURE LEARS
• GAY GLASS ARTIST BCE ST. JOHN MAHER DI
• GAY GLASS CEILGS: SEXUAL ORIENTATN AND WORKPLACE THORY THE UK
• A LANDMARK STUDY NFIRMS THE EXISTENCE OF A “GAY GLASS CEILG”
• ‘THE GAY GLASS CEILG’: REARCHERS FD GAY MEN ARE OZEN OUT OF TOP MANAGEMENT SPOTS
• ‘GAY GLASS CEILG’: WHY MORE FEME MEN GET PASSED OVER FOR LEARSHIP ROL

GAY FAD MID-CENTURY GLASSWARE & BARWARE

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HOMOSILI: GLASS IS GAY

(We're g "LGBTQ+" to mean lbian, gay, bisexual, transgenr, queer, qutng, Two-Spir, tersex, asexual, pansexual, people livg wh HIV, and other sexual and genr mori. An terdisciplary artist, Grace Whi will prent their latt project, Homosili, an experimental theatre piece vtigatg the fluidy of glass through the lens of queer inty.

Usg footage of a hot-glass performance that referenc the popular TV seri How It’s Ma alongsi an on-stage narratn the style of BBC broadster David Attenborough, Homosili will showse the nonbary properti of glass and s pacy to reprent the genr spectm.

Dpe prentg effective “feme” learship tras like empathy, nurturance, and terpersonal sensivy, flamboyant gay men are more likely to be passed up for learship rol, acrdg to a Universy of Sydney study. And although there is creased acceptance Wtern muni of beg gay or queer, the study also found that gay men themselv are “plic” penalizg “feme-prentg members of their own muny. As part of the rearch, 256 Atralian men (half who are gay, and half who are heterosexual) were asked to help st a gay man a mpaign promotg the untry’s largt cy, Sydney.

THE ‘GAY GLASS CEILG’ IS REAL: HERE’S WHY FEME MEN GET OVERLOOKED FOR LEARSHIP ROL, REARCHERS SAY

The participants, who were naive to the aims of the study, were shown dn tap of six gay, whe male “short-listed ndidat, ” of which three actors were mascule-prentg and three were feme-prentg. Both the heterosexual and gay men takg part were signifintly more likely to st a mascule-prentg gay ndidate over a feme ndidate. The fdgs suggt that “openly gay men” are more likely to be overlooked for leadg rol—and that spe beg part of the same mory group, gay men may be “plic” unnscly workg agast feme-prentg gay men.

The study, published the journal Sex Rol, explas that this uld be down to negative stereotyp that still exist today that gay men are “feme and are therefore perceived as ls equipped to occupy higher-stat posns social hierarchi, such as the workplace. The rearchers also found that for heterosexual men, antigay sentiments fluenced their preference for a mascule-prentg gay ndidate; meanwhile, sexism fluenced both heterosexual and gay participants’ vot. This unfound and sexist belief system rewards tradnal mascule men wh more rpect and higher stat, while “gay men who fail to sufficiently project tradnal mascule tras are at particular risk of stat penalti.

GAY GLASS

Dpe posssg characteristics that are “better sued for managg morn anizatns, pared to more tradnally mascule and domeerg tras, ” feme gay men are still not given a fair shot at climbg the ladr. As well as beg ls likely to be promoted to posns of power, openly gay men are also ls likely to get terviews, are rated ls posively, and are offered lower salari than their straight male unterparts. “Even wh such procs place, feme-prentg gay men may still be nied equal accs to opportuni, particularly at the hands of dividuals who harbor antigay sentiments, ” the rearchers warn.

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Gay Fad's founr was Fran Taylor, who worked at home for seven years hand ratg home goods and glassware ems before openg the stud. When he’d e out as gay law school, he’d rolved not to hi his sexualy for the sake of his reer, but surround by his predomantly straight workers, he didn’t feel so brave. Durg his unsuccsful 2005 bid for Manhattan borough print, he beme the first ndidate for the job to n an ad featurg a same-sex partner, and he vised mpaigns champng gay marriage legalizatn— New York and four other stat— the early 2010s.

GAY FAD

Ellner is part of a growg group of people who have managed to break through the “gay glass ceilg” of anti-gay sentiment that has held back generatns of LGBT profsnals—thanks part to changg societal attus and mentorship om queer lleagu.

HOW THE LGBT EXECUTIV BROKE THE ‘GAY GLASS CEILG’—AND HOW THEY’RE HELPG FUTURE LEARS

In January, Universy of Sydney rearcher Ben Gerrard published fdgs om a study which he created a mock TV mercial stg brief for a mpaign promotg tourism Sydney, g six gay actors who were stcted to perform the same script both feme and mascule manners.

” Both groups overwhelmgly preferred the ndidat who were more mascule, highlightg that among gay men, more feme gay men are ls likely to be preferred for high-stat rol—which Gerrard says has implitns for their hirg and promotn opportuni. Gerrard’s study also ced rearch om the Instute of Labor Enomics the UK that found while gay men and lbians had a higher likelihood of attag workplace thory than their straight unterparts, was driven entirely by their higher odds of beg low-level managers.

”That reticence has long translated to explic anti-gay discrimatn at work, which ma Boy Suts of Ameri-Cas Pacific Council CEO Gary Carroll—the natn’s first gay sut executive and the first Black man to lead the uncil—nceal his sexualy while he was risg the ranks amid the anizatn’s blanket ban on gay employe and sut lears, which end 2015. ”When the Boy Suts end s ban on gay employe, Carroll—then a field director Portland, Oregon—spoke to his boss to reveal his sexualy, makg him the anizatn’s first gay executive.

GAY GLASS ARTIST BCE ST. JOHN MAHER DI

When Alana Spellman, a junr strategist at WPP, was hired to support Ellner growth and marketg March 2020, she says Ellner beme volved steerg her on the right path the pany even before she told him she was gay. But Brian has always ma me feel like, as a gay woman, I have jt as much agency and opportuny to make an impact as anyone else. Maher approached adolcence his mother began to spect that he was gay, and he was subjected to gay nversn treatments and treated wh male hormon and electril aversn techniqu.

GAY GLASS CEILGS: SEXUAL ORIENTATN AND WORKPLACE THORY THE UK

Maher saw the sufferg of gays livg ral areas, many of whom were starvg, and he helped to found the Billy Club of Saratoga Sprgs, the obuary stated. Maher moved to Laytonville Mendoco County and formed a gay llective lled Rattlnake Creek wh his iends, the brothers D and Victor Galloti, the latter beg his lover. We are the first to document that gay men and lbians are signifintly more likely to have objective measur of workplace thory pared to otherwise siar heterosexual men and women.

However, we also fd clear evince that gay men face glass ceilgs: their higher likelihood of attag workplace thory is driven entirely by their signifintly higher odds of beg low-level managers. In fact, gay men are signifintly ls likely than parable heterosexual men to be the hight-level managerial posns that e wh higher stat and pay.

Oaxa-style posns suggt that this differential accs to workplace thory for gay men is due to discrimatn as opposed to different skills and characteristics. Very ltle empiril rearch has addrsed the qutns, spe a now prehensive examatn of how lbian and gay earngs pare to those of heterosexuals. This allows to vtigate the existence of possible glass ceilg effects (Cotter et al., 2001) analysis yields clear and surprisg fdgs for gay men.

A LANDMARK STUDY NFIRMS THE EXISTENCE OF A “GAY GLASS CEILG”

Specifilly, we provi the lerature's first evince that gay men are signifintly more likely than otherwise siar heterosexual men to report managerial thory and/or supervisory rponsibili the workplace.

However, we fd strong evince om the NS-SEC that there are glass ceilgs: the managerial advantage experienced by gay men stems entirely om the fact that they are more likely than heterosexual men to be low-level managers. Gay men are signifintly ls likely than otherwise siar heterosexual men to atta the hight level managerial posns that e wh creased stat and pay. We also document evince of tersectnaly: the ‘gay glass ceilg’ effect whereby gay men have signifintly lower accs to top managerial posts is much stronger for racial mori than for wh.

When we perform Oaxa-style posns to unrstand the source of the gay male disadvantage wh rpect to workplace thory, we fd that the majory of the difference is due to differential returns to observed characteristics and skills (such as tn) as opposed to differential endowments. Several studi have found that gay men earn signifintly ls than siarly suated straight men, while lbians earn more than siarly suated straight women. For our purpos, one key feature of the data is that the IHS asked rponnts a direct qutn about their sexual orientatn6Dcriptive statisticsTable 1a prents the scriptive statistics on mographic characteristics om the IHS data by self-reported sexual orientatn for heterosexual, gay/lbian, and bisexual rponnts.

‘THE GAY GLASS CEILG’: REARCHERS FD GAY MEN ARE OZEN OUT OF TOP MANAGEMENT SPOTS

The data dite that self-intified gay men are on average younger, more highly ted, more likely to be never married, ls likely to have children the hoehold, and more likely to live London thanDiscsn and nclnThis paper mak important ntributns to the lerature on work-related equaly by providg the first large-sle evince on the unrstudied sexual orientatn gap key ditors of workplace advantage. Importantly, and perhaps untertuively, we fd that lbians and gay men are markedly more likely than otherwise parable heterosexual adults to posss managerial thory and supervisory rponsibili the workplace. This is te of their differential distributn Referenc (47)Revisg the earngs penalty for behavrally gay men: evince om NHANES IIILabour En.

FrankGay glass ceilgsEnomi(2006)Ced by (42)Cigarette tax and smokg among sexual mory adults2021, Journal of Health EnomicsWhile our data do not nta direct measur of socializatn, we will addrs this directly through other variabl rrelated wh sociabily, such as alhol nsumptn. Wh some exceptns (Weichselbmer, 2003), the ma fdgs are that gay men earn ls than siarly suated heterosexual men, while lbians earn more than siarly suated heterosexual women.

Instutns, attus and LGBT: Evince om the gold sh2021, Journal of Enomic Behavr and OrganizatnPrev studi have also analyzed homosexual/heterosexual earngs and labor supply differenc (Allegretto and Arthur (2001); Hamermh (2019)).

‘GAY GLASS CEILG’: WHY MORE FEME MEN GET PASSED OVER FOR LEARSHIP ROL

(2002); Gat (2013); Smart and Whtemore (2017)) and revealed attus toward homosexuals g average home pric (Christafore et al. Women’s rights and genr pary have domated the public nversatn about equaly the workplace recent months, but a new study is a powerful remr that the discsn needs to analysis of data om UK hoeholds nfirmed a spicn long held by gay men and women: Gay employe are signifintly ls likely to be promoted to high-level managerial posns than their straight peers wh parable tn and fact, gay men who do break through the “gay glass ceilg” are more highly ted than straight men siar rol.

Although smaller studi have e to the same ncln, the fdgs this discsn paper, om the IZA Instute of Enomics, were drawn om data llected UK Integrated Hoehold Surveys om 2009-2014, meang the sample size clud more than 600, 000 workg-age adults, over 6, 000 of whom self-intify as gay, bi-sexual, or another mory orientatn. Surprisgly, the thors report, the data showed gay men were more likely to report holdg a managerial posn on the lower ngs of the chart than straight men wh parable crentials.