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The purpose of this paper is to examine the responses of a convenience sample of 65 heterosexual and 64 homosexual respondents to a series of fashion oriented print advertisements depicting overt or ambiguous gay male or lesbian themes.

The study is based upon the survey responses of a group of heterosexual and homosexual university students enrolled at three universities in the southeastern United States. Advertisements selected for inclusion in the study were drawn from magazines that target this group. One advertisement representing each level of homosexual content (overtly gay male, overtly lesbian, ambiguously gay male, ambiguously lesbian) as well as one heterosexual advertisement were used in the study in a within subjects design. Paired t‐tests were used to compare mean A_brand and A_ad responses across various groups.

Attitude toward the ad and before‐after exposure toward the brand were compared in male and female heterosexual and homosexual respondents. Results show that heterosexual males and females prefer less overt gay male and lesbian depictions, while gay males and lesbians prefer more overt depictions of themselves, particularly gay male imagery.

This study examines the responses of one specific segment of the gay and lesbian population: traditional‐aged university students. Characters portrayed in the advertisements were also young people and do not represent the inherent diversity in this population. It would be desirable, therefore, to extend this study to an investigation of the broader gay and lesbian population.

Implications for marketers of fashion products suggest that effectual character depictions in fashion advertisements vary by both gender and sexual orientation.

This paper represents a cross‐sectional examination of heterosexual and homosexual responses to a series of fashion advertisements in the United States and provides useful insights to marketers of fashion products.

Sexual orientation and employment bias is examined in Cyprus by implementing an experiment for the period 2010-2011. The design is aimed at answering three main questions. Do gay males and lesbians face occupational access constraints and entry wage bias than comparable heterosexuals? Do gay males and lesbians benefit from providing more job-related information? Does the differential treatment between gay male/lesbian and heterosexual applicants disappear as the information of the applicants increases? The paper aims to discuss these issues.

The author sent applications to advertised vacancies and experimented with two information sets the “sexual orientation” and “information” of the potential applicants.

The estimations suggest that gay male and lesbian applicants face significant bias than heterosexual applicants. Moreover, both heterosexual and gay male/lesbian applicants gain by providing more job-related information. However, the estimations suggest that the informational premium for sexual orientation minorities could not reduce the discriminatory patterns.

The current results indicate that discrimination against sexual orientation minorities in the Cypriot labour market is a matter of preference, not the result of limited information. One strategy the Cypriot government may employ is to try to affect public opinion and people's attitudes towards sexual orientation minorities.

This is the first nationwide field experiment in the Cypriot labour market and contributes to the literature as it is the first field study on sexual orientation which tries to disentangle statistical from taste-based discrimination in the labour market.

The purpose of this paper is to extend the “think manager, think male” research paradigm by examining managerial stereotypes as a function of both gender and sexual orientation, thus comparing the similarity of managerial stereotypes against the stereotypes of male (heterosexual and gay) and female (heterosexual and lesbian) managers.

In total, 163 heterosexual participants used the 92-item Descriptive Index attribute inventory to rate one of five target groups: successful managers, heterosexual male managers, heterosexual female managers, gay male managers, and lesbian female managers. Intraclass correlation coefficients were calculated to assess the degree of correspondence between ratings of the target groups.

The findings showed a higher correspondence between the descriptions of heterosexual male or female managers and the successful manager prototype than between the descriptions of gay male managers and the successful manager prototype. Additionally, results showed that the stereotypes of lesbian female managers were seen as having a moderate level of fit with the successful manager prototype.

The results of this study suggest that heterosexuals’ beliefs about gay male and lesbian female managers’ abilities are important. In particular, heterosexuals’ stereotypes that gay males lack the qualities of being a successful manager can limit gay men’s access to positions with managerial responsibilities and impede their progress into leadership positions.

This study addresses a critical gap in the management literature as it is the first empirical investigation to assess whether the “think manager, think male” phenomenon holds for managers who are members of sexual minority groups.

Within the past few years, responsible educators, librarians, parents, counselors, social workers, therapists, and religious groups of all sexual persuasions and lifestyles have recognized the need for readily available reading material for lesbian and gay youth. Unfortunately, this material is often buried, because it is embedded in larger works. To meet this need, I have compiled and annotated 100 of the best works for young homosexuals, bisexuals, and heterosexuals. I have also included a few of the best works currently available on heterosexuality as a much needed source of knowledge for all young adults whether they are gay or straight, whether they remain childless or eventually become parents.

Most young men who are homosexual are not raised in an environment in which homosexual development is even recognized, much less encouraged. It is not unusual for men who have recently identified themselves as gay to not have any idea what being gay is all about. It is common, even typical, for the gay male to “come out” during his late teens or early twenties and to begin both exploring his sexuality and developing a sense of what it means to be gay. There are many resources available which will be of great use to the newly “out” gay male. The resources in this guide may also be of interest to other gay men, but the purpose of the pathfinder as it has been constructed is to provide a strategy for:

This chapter draws on 17 months of ethnographic observations in the Parade department at an American theme park that I call Wonderland. The Parade department is a homonormative workplace, numerically and culturally dominated by gay men. I examine how this work culture challenges the dominance of heteronormative masculinity often embedded at work through an exploration of backstage interactions among performers. I also explore the gendered and racialized meanings of the camp aesthetic that performers embody. I argue that while Parade culture undermines workplace heteronormative masculinity, it also reproduces the epistemology of the closet through its reliance on the gay/straight binary.

This paper examines personal and situational factors that may contribute to biases in hiring decisions at the workplace, focusing on willingness to hire male gay or male Jewish ultra-Orthodox Jewish job candidates.

942 Jewish participants in Israel responded to an anonymous online questionnaire regarding a scenario addressing the possible employments of two male applicants: a homosexual and an ultra-Orthodox Jew. A variety of statistical tools, including regression analysis were performed to test hypotheses.

Findings show that social dominance orientation, conservatism, gender and religiosity as well as frequency of contact with the “unlike other” impacted on hiring intention of the participants. These relationships varied in strength and direction with regard to the two applicant types in question.

The explication of the phenomenon in question has both important theoretical and practical importance in a world where – concurrently – there exists increasing contact among individuals from different backgrounds and (perhaps not coincidently) increased signs of wariness of and discrimination toward those unlike ourselves. In light of economic costs related to discrimination – not to mention the personal costs to those discriminated against – organizations must better understand the dynamics of the phenomenon in question.

This is one of the first empirical examinations of the relative impact of personal and situational factors on hiring bias. In addition, it is the first study of its kind in Israel focusing on the mechanisms behind hiring bias toward gay males and ultra-orthodox males.

The purpose of this paper is to research lesbian fashion consumption in order to draw conclusions on the attractiveness of the lesbian target segment for the fashion industry. So far, lesbians’ fashion consumption behaviour has hardly been researched. However, an evinced lesbian stereotype exists which describes doctrinal feminists with an antipathy against consumption in general and fashion shopping in particular. In contrast, gay men have been identified quite contrary as an attractive market segment and marketers have started to particularly target this so-called “dream market”.

First, qualitative semi-structured interviews (n=18) were conducted to gain first insights into fashion consumption behaviour of lesbians. Second, a quantitative online survey (n=879) was carried out to generate more detailed findings. Due to the difficult reachability of the homosexual consumer target group, the segment’s high online media affinity was used and data collection was conducted through popular German homepages targeted to homosexuals (esp. “queer.de” and “lesarion.de”). The research investigated fashion-consciousness, willingness to pay, brand-affinity, and openness to homosexual marketing. In addition, influencing factors – such as the affinity towards the homosexual scene, career orientation, income, age, status of coming out, and number of inhabitants of the city of residence – have been researched.

Results prove that lesbians are an equally attractive and financially interesting market segment for fashion marketers as gays. Lesbians have a similarly high fashion-consciousness and willingness to pay, and an even higher brand-affinity – but a lower openness to homosexual marketing than gays. Especially scene-affine femme lesbians with a high-paid professional career are a highly attractive market segment. The study proves the attractiveness of the lesbian target segment for fashion marketing and debunks the myth of the consumption-averse lesbian stereotype.

This paper provides evidence on the attractiveness of the lesbian market segment for the fashion industry. Due to its size and financial attractiveness, the question whether to target lesbians with a specifically adopted marketing mix should be raised.

Research on lesbians’ fashion consumption behaviour in general is very scarce and on fashion consumption behaviour in particular is almost non-existent. This study is a first attempt to analyse the major areas of fashion consumption for the German market.

The purpose of this paper is to explore gay male informant experiences of discrimination and stigma in Bangkok from a health promotion community nursing perspective.

Semi-structured in-depth interviews were conducted with 30 informants and included field work observations at eight entertainment venues. Data analysis utilised an inductive thematic approach.

Key themes that emerged from the data were related to communication, particularly the use of smart phone applications; lack of privacy in health services; sexual exploitation by entertainment venues; and concerns about coming out safely to protect self-esteem and mental health.

Development of key mental health promotion messages based on a greater understanding and knowledge of discrimination and stigma may help to reduce negative behaviour and stigmatisation towards Thai gay men in Bangkok.

This study aims to investigate the sexual preference effect in depicted male sexual assault. Consistent with Davies et al., the study seeks to predict that males are more blaming toward gay victims of male perpetrators and heterosexual victims of female perpetrators, while females would not blame the victim.

In total, 200 participants read a hypothetical scenario depicting a case of the non‐consensual touching of an adult male, and then completed a victim blame scale.

Analysis of variance confirmed predictions. Results are discussed in relation to gender beliefs and homophobia. Suggestions for future work are proposed.

This study confirms the existence of the sexual preference effect in attributions toward male victims of sexual assault utilising a scenario depicting non‐consensual touching. These findings extend current knowledge in this growing area.