While much research provides evidence that gay men and lesbians are discriminated against in the U.S. labor force, the contexts in which such bias is enhanced or reduced, or the mechanisms behind it, are harder to pinpoint. This article puts forth that occupational context—and specifically, the stereotypes about gay men and lesbians evoked by certain occupational contexts—plays an important role in shaping bias against gay men and lesbians in the labor force. I argue that people are implicitly guided by cultural stereotypes about gay men and lesbians, which affects perceptions about whether they are suitable for specific occupations. This leads to penalties for being openly gay or lesbian in some occupational scenarios, but may lead to less or no penalties in others. This theory is tested empirically using a list experiment, a methodological technique designed to reduce or eliminate social desirability bias in responses. Results suggest that bias against gay men and lesbians is not standard across all occupations or subgroups of gay employees, but rather, is shaped by important contextual factors that can activate certain stereotypes about gay and lesbian individuals.

中文翻译：

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情境偏见：职业情境和刻板印象如何形成对男女雇员的偏见

尽管大量研究提供了证据表明，美国劳动力中男女同性恋者受到歧视，但这种偏见得到加强或减少的背景或背后的机制却很难确定。本文提出了职业背景，尤其是某些职业背景引起的对同性恋者的刻板印象，在形成对劳动力中对同性恋者的偏见方面起着重要作用。我认为，人们对同性恋者的文化刻板印象暗含指导，这会影响人们对他们是否适合特定职业的看法。这会导致在某些职业场合公开露面为同性恋的处罚，但在其他情况下可能会导致较少或没有处罚。使用列表实验对这一理论进行了经验检验，一种旨在减少或消除回应中的社会期望偏差的方法论技术。结果表明，对同性恋者的偏见并非在所有职业或同性恋雇员的子群体中都是标准的，而是由重要的情境因素所形成，这些因素可以激活关于同性恋者的某些定型观念。