Discrimination based on sexuality happens when a person is regarded less favorably than another individual in a comparable scenario because of that individual’s sexual preference. Namely, discrimination can concern the individual’s sexual preference toward people of the same sex, people of different sex, or people of the same sex and people of different sex, as well as preference for a particular gender. There are several types of sexual orientation discrimination, such as direct and indirect one. Direct discrimination occurs when an individual is treated differently than others in a comparable circumstance because of their sexual preference. For example, when a person mentions their partner during a job interview, after which the company decides not to hire them, although this person is the greatest candidate they have interviewed. In turn, indirect discrimination occurs when an organization or a system has a policy or acceptable behavior pattern that pertains to everyone but disadvantages persons of a particular sexual orientation. This paper analyzes direct discrimination in hiring and indirect discrimination within the LGBTQ+ community.
The problem of direct discrimination in the setting of hiring is represented in the article “Discrimination Against Gays and Lesbians in Hiring Decisions: A Meta-analysis” by Flage. The goal of this article is to assess the actual extent of prejudice against openly homosexual candidates in employment choices in the Organisation for Economic Co-operation and Development (OECD) nations, as well as the factors that contribute to it. OECD countries include members from North and South America to Europe and Asia-Pacific. The author provides a review of all studies undertaken to test for prejudice against homosexual job seekers using the mail testing method (Flage). Furthermore, the author conducts a meta-analysis of contact tests from distinct OECD studies to evaluate sexual orientation discrimination. Along with giving general results, the author focuses on subgroups of various tests to show disparities across gender, job category, method, continent, and the type of data offered in applications.
The results of the research highlight that direct discrimination is still present in the mentioned regions. The author offers evidence that discrimination by sexual orientation prevails in the job market in OECD nations, with openly gay candidates facing prejudice comparable to ethnic minority applicants. Discrimination in hiring is substantially stronger for low-skilled positions than for high-skilled jobs (Flage). Lesbian applicants encounter much less prejudice than homosexual candidates in the selection procedure for low-skilled employment (save in positions deemed women’s jobs). Discrimination is far more prevalent in Europe than North America (Flage). Furthermore, the manner in which sexual orientation is communicated may impact the amount of prejudice discovered. Finally, prejudice against homosexual candidates is not only an issue of preferences: including more positive material in applications decreases the incidence of discrimination dramatically. Thus, the research exemplifies the presence of direct sexual orientation in hiring.
Next, the evidence regarding indirect discrimination comes from the article “LGBTQ+ Emerging Adults Perceptions of Discrimination and Exclusion Within the LGBTQ+ Community” by Parmenter et al. The majority of research on LGBTQ+ young adulthood groups has focused on prejudice encountered inside the heterodominant culture. However, several genders and sexual orientation minorities face marginalization and discrimination not just inside the heterodominant society but also within the LGBTQ+ community. As a result, Parmenter et al.’s study aims to investigate sexual and gender minority young adults’ experiences of prejudice and rejection within the LGBTQ+ community, as well as to comprehend the various intersecting oppressive practices that contribute to these experiences. The paper used a phenomenological paradigm, and a qualitative approach to better comprehend the perspectives of sexual and gender minorities experiencing exclusion and bias within the LGBTQ+ community.
Given the qualitative approach, the study’s conclusions concerning perceptions of prejudice and exclusion within LGBTQ+ people are neither generalizable nor definitive. However, the findings demonstrate how monosexism, cisgenderism, racism, and acephobia are repressive and limit the chances of LGBTQ+ minorities (Parmenter et al.). Persistent exclusion and discrimination inside the LGBTQ+ community worsens the broader LGBTQ+ community’s White, cisgender patriarchy and corrodes efforts toward unification as a single, collective entity (Parmenter et al.). Limiting possibilities restricts access to community-level resources and supports oppressive institutions within a community that ostensibly values openness and inclusivity. Thus, the research presents evidence regarding indirect discrimination, which leads to exclusion, which is practiced within the LGBTQ+, an environment meant to fight against oppression.
To conclude, sexual orientation discrimination is connected to the practices and behavior in which people treat others differently due to their sexual preference. Discrimination exists in multiple forms, which include direct and indirect, both of which have been explored in the paper through specific studies. As such, the first study has demonstrated that sexual orientation persists in the hiring procedure in OECD countries. Primarily, the presence of information regarding an applicant’s partner, which demonstrates that they are homosexual, makes the employers reconsider the application results. The second study has provided information regarding sexual orientation discrimination within the LGBTQ+ community is targeted against transgender and asexual individuals and has sexist and racist character as well.
Works Cited
Flage, Alexandre. “Discrimination Against Gays and Lesbians in Hiring Decisions: A Meta-analysis.” International Journal of Manpower, vol. 41, no. 6, Emerald, Aug. 2019, pp. 671–91. Web.
Parmenter, Joshua G., et al. “LGBTQ+ Emerging Adults Perceptions of Discrimination and Exclusion Within the LGBTQ+ Community.” Psychology &Amp; Sexuality, vol. 12, no. 4, Informa UK Limited, 2020, pp. 289–304. Web.