Changing image of the ideal manager : Why we must challenge gay and lesbian stereotypes

Purpose The purpose of this paper is to extend the “think manager, think male” research paradigm by examining managerial stereotypes as a function of both gender and sexual orientation, thus comparing the similarity of managerial stereotypes against the stereotypes of male (heterosexual and gay) and female (heterosexual and lesbian) managers. Design/methodology/approach In total, 163 heterosexual participants used the 92-item “Descriptive Index” attribute inventory to rate one of five target groups: successful managers, heterosexual male managers, heterosexual female managers, gay male managers and lesbian female managers. Intraclass correlation coefficients were calculated to assess the degree of correspondence between ratings of the target groups. Findings The findings showed a higher correspondence between the descriptions of heterosexual male or female managers and the successful manager prototype than between the descriptions of gay male managers and the successful manager prototype. Additionally, results showed that the stereotypes of lesbian female managers were seen as having a moderate level of fit with the successful manager prototype. Originality/value This study it is the first empirical investigation to assess whether the “think manager, think male” phenomenon holds for managers who are members of sexual minority groups.