Sociologist David Pedulla asked 231 white participants in a nationwide survey to suggest a starting salary for an applicant for a fictional job as an assistant manager at a large retail store.
Each participant was shown one of four résumés, which were identical except for two items. Half used a white-sounding name, Brad Miller, and half used a black-sounding name, Darnell Jackson. In addition, half noted the applicant’s role as president of the “Gay Student Advisory Council” in college while the other half listed his role as president of the “Student Advisory Council.”
The result was that each participant suggested a starting salary for an applicant portrayed as a straight white man, a gay white man, a gay black man or a straight black man. Participants were also asked questions about the applicant that Pedulla used to measure how “threatening” they perceived the applicant to be.
The survey participants recommended lower starting salaries for straight black men and gay white men than for straight white men, indicating a salary penalty for being black or for being gay, Pedulla said.
“However, there is no salary penalty for gay black men, who receive higher salary recommendations than straight black men and salary recommendations on par with straight white men,” Pedulla said.
Stereotypes of gay men as effeminate and weak and black men as threatening and aggressive can hurt members of those groups when white people evaluate them in employment, education, criminal justice and other contexts. But the negative attributes of the two stereotypes can cancel one another out...
www.princeton.edu
, good to see you never mentally passed 3rd grade
imagine being so passionate to deny a study to lie for the lgtb that you would use ai in response