In Deutschland und Europa setzen immer mehr Unternehmen Maßnahmen zur "sexuellen Orientierung", zumeist im Rahmen von aktuell an Bedeutung gewinnenden Diversity Management-Ansätzen. Vor diesem Hintergrund gibt der Artikel einen strukturierten Überblick über den Stand der Personalforschung in diesem Bereich. Neben wenigen Studien zu Bi- und Transsexualität bezieht sich der größte Teil der Forschung auf das Phänomen Homosexualität und lässt sich in drei thematische Gruppen unterteilen: 1. der Umgang mit der eigenen Homosexualität am Arbeitsplatz, 2. das Arbeits- und Organisationsklima für Lesben und Schwule und 3. der organisationale Umgang mit Homosexualität bzw. der "sexuellen Orientierung". Es zeigt sich, dass schwule, lesbische, bisexuelle und auch transidente Beschäftigte unterschiedlichen Barrieren am Arbeitsplatz begegnen und entsprechende Maßnahmen von Unternehmensseite dazu beitragen können, diese abzubauen. Es wird diskutiert, inwieweit sich daraus positive ökonomische Konsequenzen für Unternehmen ergeben können. (author's abstract)

The current study examined the effect of client sexual orientation and gender role on psychologists’ clinical judgment. A secondary purpose was to examine the extent that psychologist heterosexual identity development status affects the level of heterosexist judgment error displayed when working with lesbian and gay male clients. It was hypothesized that psychologists’ clinical decisions will differ as a result of client sex, client sexual orientation, and client gender role when therapist heterosexual identity development status is controlled for, with psychologists providing significantly different clinical judgments (as measured by diagnostic impression ratings, global and relational functioning ratings, and therapist reported client attractiveness) for lesbian and gay male clients and those displaying cross gendered gender roles than heterosexual female and male clients and those displaying gender-congruent gender roles. It was also hypothesized that psychologist heterosexual identity development status and client sexual orientation together are better predictors of the variation observed in psychologist clinical decisions than client sexual orientation alone. Eight hundred randomly selected members of the American Psychological Association, were presented with a clinical vignette describing fictions client seeking psychological services. The vignettes were identical except for client sex (female or male), sexual orientation (heterosexual or lesbian/gay), and gender role (feminine or masculine), which were manipulated to produce eight different vignettes. After reviewing the vignette, participants provided their diagnostic impressions of the client, rated the overall attractiveness of the client, and completed a measure designed to assess their level of heterosexual identity development. One hundred and thirty-five participants completed the study's materials and were included in the main analyses. Results of the randomized 2 (Client Sex) x 2 (Client Sexual Orientation) x 2 (Client Gender Role) multivariate analysis of covariance (MANCOVA), controlling for psychologist heterosexual identity development status, found that psychologists significantly differed in their assessment of lesbian and gay male clients and heterosexual female and male clients on a variety of clinical factors. Results of a series of multiple linear regressions found that psychologist heterosexual identity development status and client sexual orientation together were better predictors of the variation observed in psychologist clinical decisions than client sexual orientation alone. / Department of Counseling Psychology and Guidance Services

Although confronting prejudice can be effective in reducing bias, it is potentially costly to confronters. Research on confronting racism or sexism has shown confronters from the targeted group are viewed more negatively than confronters who are not. It is unknown whether confronting antigay bias produces similar reactions, particularly since group membership is concealable. In my research, participants read two male profiles followed by a scripted conversation which included an antigay comment. Profiles varied in their depiction of the confronting individual’s sexual orientation, and conversations either included a confrontation or not. I found that confronting antigay bias is double-edged. On the positive side, confrontation increased awareness that prejudice occurred, and this awareness mediated the relation between confrontation viewing and participants’ own intention to confront. On the negative, individuals may be deterred from confronting antigay prejudice because confronters were perceived as more gay (a stigmatized identity), regardless of actual orientation.

Although confronting prejudice can be effective in reducing bias, it is potentially costly to confronters. Research on confronting racism or sexism has shown confronters from the targeted group are viewed more negatively than confronters who are not. It is unknown whether confronting antigay bias produces similar reactions, particularly since group membership is concealable. In my research, participants read two male profiles followed by a scripted conversation which included an antigay comment. Profiles varied in their depiction of the confronting individual’s sexual orientation, and conversations either included a confrontation or not. I found that confronting antigay bias is double-edged. On the positive side, confrontation increased awareness that prejudice occurred, and this awareness mediated the relation between confrontation viewing and participants’ own intention to confront. On the negative, individuals may be deterred from confronting antigay prejudice because confronters were perceived as more gay (a stigmatized identity), regardless of actual orientation.

Thesis (M.A.)--Ohio University, November, 2007. / Title from PDF t.p. Includes bibliographical references.

Thesis (Ph. D.)--Ohio State University, 2008. / Title from first page of PDF file. Includes bibliographical references (p. 78-82).

Thesis (M.A.)--University of North Texas, May, 2008. / Title from title page display. Includes bibliographical references.

Thesis (M.S.W.)--Smith College School for Social Work, Northampton, Mass., 2008. / Typescript. Includes bibliographical references (leaves 105-111).

Thesis (M.A.)--University of Cincinnati, 2004. / Title from PDF title page (viewed on Mar. 27, 2005). Includes bibliographical reference (p. 73-76).

Thesis (Ph.D.)--Ohio University, August, 2004. / Includes bibliographical references (p. 93-111)