Changing image of the ideal manager: Why we must challenge gay and lesbian stereotypes
Abstract
Purpose
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.
Design/methodology/approach
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.
Findings
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.
Originality/value
This study 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.
Keywords
Acknowledgements
Retraction notice
The Publisher wishes to retract the precis article “Changing image of the ideal manager: Why we must challenge gay and lesbian stereotypes”, published in Human Resource Management International Digest, Vol. 24 No. 3, 2016. It has come to the attention of Emerald Publishing that this precis article contains large sections of unattributed text taken from the original research article “Think manager, think male? Heterosexuals’ stereotypes of gay and lesbian managers” by Benjamin E. Liberman and Frank D. Golom, published in Equality, Diversity and Inclusion: An International Journal, Vol. 34 No. 7, 2015.
Precis articles are intended to summarise original academic research articles for a different audience, and should not include verbatim passages from the original articles. This error occurred due to a miscommunication in the commissioning process.
To avoid any repeated incidents of this nature, Emerald has fully revised its guidelines and briefed its Commissioning Editors. Human Resource Management International Digest sincerely apologises to the original authors and its readers for this error. The original article can be viewed here: 10.1108/EDI-01-2015-0005.
Citation
Beal, B. (2016), "Changing image of the ideal manager: Why we must challenge gay and lesbian stereotypes", Human Resource Management International Digest, Vol. 24 No. 3, pp. 41-43. https://doi.org/10.1108/HRMID-01-2016-0010
Publisher
:Emerald Group Publishing Limited
Copyright © 2016, Emerald Group Publishing Limited