How Do Intersections of Sexual Orientation and Race Affect Impressions of Women in a Counter-stereotypical Job Context? A Comprehensive Test Manipulating Individuating Competence Information

Research has oftentimes demonstrated a perceived lack-of-fit between impressions of female applicants and male-typed jobs requiring competent, assertive behavior. Most of this research has neglected an intersectional perspective, accounting for unique experiences of dis/advantages connected to multiple group membership. If identity intersections were taken into account, findings on if, and how, female applicants’ identity intersections affect perceptions of competence, warmth, and hireability have been contradictory. Previous research has typically relied on smallish stimulus samples and not used state-of-the-art statistical analyses. Moreover, given the central role of competence for career success, individuating information on applicants’ competence versus warmth could be a crucial moderator variable. Also addressing a lack of research on discrimination experienced by Black people in Germany, we used a 2 (lesbian vs. heterosexual) x 2 (Black vs. White) x 4 (level of competence vs. warmth) within-subject design. A general-population sample of people working at least part-time (N = 212) rated 32 fictitious female applicants for a male-typed leadership position on competence, warmth, conservativeness, and apparent hireability. Multilevel analysis revealed that assessed warmth, but not competence changed with self-presented competence (expressed through individuating information), while both generally appeared high. Intersecting group memberships played only a minor role for impressions (with one exception regarding White lesbians’ inferred conservativeness). Results of classic ANOVAs as used in most previous research produced diverse main and interaction effects also for competence and warmth. We discuss methodological considerations and the roles of identity intersections and individuating information for patterns of continuing discrimination.