Previous research on sexual orientation in the workplace has mainly focused on barriers and discrimination. Little is known about how gay people deal with their potential stigma to build a career in leadership. In our qualitative study we focus on lived experiences of gay leaders, the drivers and obstacles they have encountered on their career path, their assessment of the diversity and equality culture at their respective companies and the impact of role models, allies and networks on their leadership ascension. Based on 36 semi-structured interviews with gay leaders in high-level positions from Germany and Australia, this study identifies a typology of four strategies gay leaders use to build their careers: the “Meritocrat,” the “Boys’ Club Member,” the “Gay Mafia Member,” and the “Inclusion Hero.” While the first two strategy types conceal gay identity and rely on a passing strategy regarding sexual orientation based on individual or group power, the last two use gay identity to embrace careers, also based on individual or group power. With our finding we contribute to the theorizing of sexual orientation at work and leadership career development.
Bernauer et al. (Thu,) studied this question.