The impact of gay-friendly recruitment statements and due process employment on a firm’s attractiveness as an employer

Abstract

Purpose -Using early recruitment and workplace diversity literature, the purpose of this paper is to investigate how employee recruitment statements regarding employment-at-will moderate the effect that gay, lesbian, bisexual, and transgender (GLBT)-supportive recruitment statements have on job seekers' job pursuit intentions ( JPI) and attraction toward a firm. Design/methodology/approach -A between-subjects, cross-sectional experimental design was used where subjects answered self-report questionnaires after viewing mock recruitment web ads. The ads included statements where the condition for job security or at-will employment and GLBTsupportive or equal opportunity employment climates were manipulated. Findings -The paper provides empirical insights about how gay-friendly work climate perceptions impact the organizational attractiveness and JPI of job seekers. Furthermore, the results suggest that the combination of recruitment strategies affect subjects differently based on their individual level of heterosexist attitudes. Research limitations/implications -Because of the chosen research approach, research results may lack generalizability and be affected by social desirability effects. Because a cross-sectional design was used, causality cannot necessarily be inferred. Therefore, researchers are encouraged to test the proposed propositions further. Practical implications -The implications of these findings will assist human resources managers in creating cultures of tolerance within their workforce by helping them better understand who their recruitment methods target, and how to effectively use statements in recruitment literature to attract tolerant workers. Originality/value -There is limited research that investigates the effects that diversity statements supportive of sexual minorities have on job seekers. A major contribution of the current study is the empirical evidence supporting the understanding of how individuals are affected by recruitment literature containing statements in support of sexual orientation employee diversity.

Mapping sexual orientation research in management: A review and research agenda

“…The link between DM practices and individual outcomes (for both LGB and non‐LGB employees) has also been a topic of interest (Arrow #4 in Figure 6). Prominent examples of DM practices considered in this literature include (a) written anti‐discrimination policies (e.g., Day & Schoenrade, 2000; Griffith & Hebl, 2002; Pichler et al, 2017; Webster et al, 2018), (b) diversity training (Button, 2001; Griffith & Hebl, 2002; Hardacker, Rubinstein, Hotton, & Houlberg, 2014; Webster et al, 2018), (c) domestic partner benefits (e.g., Day & Greene, 2008; Griffith & Hebl, 2002; Pichler et al, 2017; Webster et al, 2018), (d) supporting LGB networks (Button, 2001; Griffith & Hebl, 2002), and (e) LGB‐inclusive recruitment (Lambert, 2015; Webster et al, 2018). Key conclusions from this research are that homosexual employees have more positive (job) attitudes and report experiencing less discrimination when they work in firms with LGB‐supportive DM practices.…”

“…This research offers interesting insights for HR practitioners about possible positive spillover effects that LGBT‐supportive policies may have for other stakeholder groups in the firm (e.g., women, racial minorities). Conversely, it has also been suggested that LGB‐oriented DM policies may alienate some groups of non‐LGB workers (Griffith & Hebl, 2002; Lambert, 2015).…”

“…Recruitment strategies have also been examined as a form of DM practice that can impact SO attitudes/climate in organizations. For example, Lambert finds that recruitment ads with LGB inclusive statements tended to increase job pursuit intentions from LGB applicants, and decrease job pursuit intentions from individuals with strong heterosexist attitudes (Lambert, 2015). Lambert (2015) theorizes that organizational climate is potentially impacted by having more LGB applicants and their allies entering the organization.…”

“…Indeed, in light of these changes, organizations are increasingly: (a) taking steps to attract, retain, support, and effectively manage LGB employees, (b) taking sides on issues related to sexual orientation to signal progressive values to a range of stakeholders, and (c) enacting HR practices aimed at managing sexual orientation diversity and preventing discrimination (Day & Greene, 2008; Day & Schoenrade, 2000; Human Rights Campaign, 2018; Köllen, 2016; Lambert, 2015; Pichler, Ruggs, & Trau, 2017). For example, in a U.S. survey by the Society for Human Resource Management, 65% of HR practitioner respondents indicated that their organization has HR policies regarding sexual orientation in place (Wilkie, 2014).…”

Evidence-Based Strategies for Improving Diversity and Inclusion in Undergraduate Research Labs

“…Active recruitment is defined as efforts that may aid in an increase in applicants and have been used to attract minority applicants to different graduate program and professions (George et al, 1997; Muñoz-Dunbar and Stanton, 1999). Researchers in organizational psychology have found that more diverse recruitment advertisements positively impact perceptions of organizational attractiveness, perceived compatibility, and evaluations of the organization's image (Perkins et al, 2000; Avery et al, 2004; Lambert, 2015; Baum et al, 2016). Based on these findings, we suggest that advertisements for student research opportunities should include pictures of diverse students and explicit statements encouraging students of all backgrounds to apply.…”