Reactions to gay men: Contact and overcorrection in an employee selection simulation

Abstract

The current study examines the role of contact on reactions to gay and heterosexual targets by U.S. heterosexual college students. Aversive bias research finds that minority group members receive unfavorable evaluations only when non-category-based information justifies bias. We argue that under other conditions, namely absence of conditions justifying bias, minority group members receive more favorable evaluations than non-minorities, an effect we term overcorrection. We apply this research to the study of attitudes toward gay men. The current study examines this effect on evaluations of a highly qualified male job candidate who is either gay or heterosexual and flawed or not flawed. We predicted and found, among 180 college students, that the overcorrection effect was present only for those individuals who have experienced no friendships with gay men. Those individuals who do have gay male friends did not exhibit overcorrection. We interpret this result as an indication that individuals who have gay friends (contact) ignore category information such as gay/ heterosexual and are more likely to exhibit truly egalitarian ratings. Implications for aversive bias and outgroup covariation perspectives are discussed.