Hegarty Peter, Fasoli Fabio
School of Psychology & Counselling, The Open University, Milton Keynes, UK.
Psychology, University of Surrey, Guildford, UK.
J Homosex. 2024 Aug 23;71(10):2319-2340. doi: 10.1080/00918369.2023.2233655. Epub 2023 Aug 10.
happens when people's heterosexuality is called into question by their vocal characteristics. Auditory gaydar has been shown to prompt discrimination against both women and men interviewing for leadership positions. Two experiments tested whether makes auditory gaydar discrimination difficult to detect in such contexts. Either heterosexual participants (Study 1, = 161) or heterosexual and sexual minority participants (Study 2, = 238) heard short clips of straight- vs. lesbian/gay-sounding speakers, described as unsuccessful applicants for leadership positions. Participants explained the speakers' unsuccessful outcome in their own words and rated the likelihood that gender and sexual orientation discrimination caused that outcome. Attributions to gender discrimination were common whilst attributions to sexual prejudice were vanishingly rare. Women targets were rated more likely to have experienced gender discrimination, and lesbian/gay-sounding targets were rated more likely to have experienced sexual orientation discrimination by some participants (Study 1) or all participants (Study 2). We conclude that auditory gaydar may prompt discriminatory treatment in leadership hiring processes more readily than in prompts the recognition that discrimination on the basis of sexual orientation has occurred.
当人们的异性恋倾向因其声音特征而受到质疑时，就会出现这种情况。听觉同性恋识别能力已被证明会导致在面试领导职位时对男性和女性都产生歧视。两项实验测试了在这种情况下，是否会使听觉同性恋识别歧视难以被察觉。异性恋参与者（研究1，(n = 161)）或异性恋和性少数群体参与者（研究2，(n = 238)）听取了被描述为领导职位不成功申请者的异性恋与女同性恋/男同性恋声音的简短片段。参与者用自己的话解释了这些申请者不成功的原因，并对性别和性取向歧视导致该结果的可能性进行了评分。对性别歧视的归因很常见，而对性偏见的归因则极为罕见。一些参与者（研究1）或所有参与者（研究2）认为女性目标更有可能经历性别歧视，而声音像女同性恋/男同性恋的目标更有可能经历性取向歧视。我们得出结论，与促使人们认识到基于性取向的歧视已经发生相比，听觉同性恋识别能力在领导招聘过程中可能更容易引发歧视性待遇。
