Hiring Accountability Study

Previous research suggests that applicants perceived as sexual minorities, or those displaying LGBTQ-affiliated identity cues, may experience hiring discrimination despite equivalent qualifications. Accountability measures have been shown to be effective in reducing disparities in ratings of qualified LGBTQ individuals. The current study seeks to increase literature on this topic by testing accountability as an intervention for reducing homonegative biases at different job levels. It was predicted that applicants displaying subtle LGBTQ-affiliated identity cues would be less over non-affiliated applicants, applicants of entry-level positions would receive lower ratings, and that the presence of an accountability condition would bring about more impartial ratings. Participants (252) with experience in hiring were shown mock LinkedIn profiles of either a male applicant with or without LGBTQ-affiliated identity cues. Participants then completed a 15-item questionnaire assessing applicant’s occupational skills and employability. Those placed into the accountability condition had to justify their choice to hire or not via a written task. Results found no support for the hypotheses on LGBTQ affiliated and non-affiliated applicant disparities, nor for the effectiveness of an accountability task. However, support was found for disparities in the ratings of entry-level applicants despite LGBTQ-affiliation. Results suggest a limit to the effectiveness of accountability in this specific online application but may also suggest the participants adherence to social expectations. Results may be used to implement effective accountability measures to reduce hiring discrimination, and how more ambiguous identity signaling may operate in hiring evaluations.