Study Suggests Gay Men Face Glass Ceiling

A recent study conducted by the University of Sydney found that feminine-presenting gay men face similar workplace obstacles as women. The glass ceiling, now found to affect both women and gay men, refers to a cap of workplace promotions for more feminine people. This is attributed to the longstanding stereotype “think manager—think male,” which favors traditionally masculine people for leadership positions.

The study, published in a journal called Sex Roles, asked 256 Australian men (both gay and straight) to choose a gay man as an “admirable leader.” The participants were shown a series of auditions videos of white, cis, gay men who were candidates for the proposed job. The actors in these videos were made to read from a script “in a manner where their voice and body language was manipulated to come across as either masculine- or feminine-presenting.”

Both gay and straight men significantly favored the more traditionally masculine-presenting gay candidates over the more feminine-presenting candidates. The study points out that gender nonconformity and same-gender attraction have been linked, often incorrectly, by society, and that childhood gender nonconformity is “associated with both parental and peer rejection.” This negative attitude toward effeminate presenting men can affect their ability to move up the ranks in their respective workplaces.

Lisa Annese, the CEO of Diversity Council Australia, says she is “not surprised” by the study’s findings. But she adds: “It’s not just gay men who stand to lose by not acting in traditionally masculine ways. This narrow focus on a single, dominant form of masculinity as a favorable form of leadership is a wider issue.” She says while gay men may be able to change their behaviors to act in more masculine ways, women are often penalized for acting in a more masculine way.

Ironically, the study points out that transformational leadership theories, which are models of leadership that rely on the encouragement of a team to achieve overall success, argue that people with more stereotypically feminine traits, such as empathy, nurturance, and interpersonal sensitivity, are better equipped to manage modern organizations than those with more stereotypically masculine traits.

Other studies, like one conducted in the U.K., have found that gay men were more likely to hold managerial or authority roles in the workplace than their heterosexual counterparts. However, the study also found that gay men do face the glass ceiling, as they were more likely to be low-level managers.

Wherever one falls on the gender spectrum, or how they present themselves day to day, does not determine their leadership qualities. Studies like this highlight the need for more diversity and education in the workplace to combat both homophobic and sexist attitudes that still permeate the culture.