When it comes to career advancement, many people turn to their supervisors for guidance and support.
The relationship between a manager and an employee is often more than just professional – it can be personal too. In fact, research suggests that there may be a link between sexual orientation and willingness to mentor or sponsor colleagues. Studies have found that gay men are more likely to provide assistance to other members of the LGBTQ+ community, while straight women may hesitate to help someone they find attractive. This could create barriers when seeking out mentors or sponsors within the workplace.
One possible explanation for this finding lies in the power dynamics inherent in heterosexual relationships. Straight women may feel uncomfortable mentoring or sponsoring male subordinates who they perceive as potential romantic partners due to fears of sexual harassment claims or being seen as a threat to their marriages. Similarly, lesbian women may avoid close working relationships with female colleagues who they find attractive out of concern that the attraction will negatively impact their personal lives. The same is true for bisexual individuals, whose fluidity makes them more aware of gender roles and stereotypes.
Some studies suggest that sexual orientation has little effect on mentorship decisions.
A study conducted by the University of California San Diego found no significant differences in the number of times lesbians were approached about mentorships compared to their straight counterparts.
The findings indicated that those who identified as bisexual were actually more likely to initiate mentorships with both genders.
The decision to mentor or sponsor colleagues is complex and multifaceted – it depends not only on one's own identity but also on the perceptions and expectations held by others. With so many different factors at play, it can be difficult to generalize about sexual orientation and its effects on career advancement.
Recognizing these issues may help us better understand how employees navigate the challenges of professional development.
How do sexual dynamics shape employees' willingness to mentor or sponsor peers?
In the workplace, there is often an imbalance of power between superiors and subordinates that can affect how employees approach mentoring and sponsorship opportunities with their coworkers. Research has shown that women are less likely than men to take on these roles due to concerns about professional advancement and gender stereotypes (Ely & Thomas, 20015).