Sexual orientation information and hiring: Can individualizing information lead to negative stereotyping of sexual minority group members?

Impression formation can be biased by group stereotypes. Experiments on impression formation in the hiring context in which applicants' sexual orientation was manipulated have yielded mixed findings: positive, negative, or no stereotyping and discrimination of lesbian or gay applicants. However, impressions of individuals depend on more than their sexual orientation. The present research targets the question of whether adding individualizing information about an applicant can lead to assimilation to group stereotypes and thus negative impressions. To present individualizing information, we drew on social-network profiles for their practical relevance in contemporary application processes. Specifically, we tested whether private information concerning the romantic relationship of a lesbian, gay, or bisexual applicant leads to the application of negative stereotypes. In the role of a personnel manager, participants evaluated social-network profiles and application material. Participants rated one fictitious applicant on agency, communion, and hireability. In Experiment 1 (N = 316), male and female applicants differed in sexual orientation and were additionally depicted alone or being kissed by their partner. In Experiment 2 (N = 419), focusing on male applicants, we hypothesized that negative stereotypes are activated if gay or bisexual, but not heterosexual men live in a non-normative relationship form (polyamory vs. control: monoamory). Different from expectations, adding individualizing information did not lead to more negative impressions of gay, lesbian, or bisexual applicants. We discuss the implications of these positive impressions for social-psychological theories.