What shapes hiring outcomes for LGBTQ+ job candidates? A systematic review and research agenda
系统梳理了影响LGBTQ+求职者招聘结果的定量证据，发现现有研究多聚焦男同性恋和女同性恋，忽视跨性别和双性恋者，并指出未来需关注新兴招聘技术和交叉性方法。
Lesbian, gay, bisexual, trans, and queer (LGBTQ+) individuals continue to face hiring discrimination. Despite the adverse implications of such discrimination for both LGBTQ+ individuals and organizations, research on this topic is fragmented across disciplines, making it difficult to inform effective HRM interventions. To address this problem, we synthesized the existing quantitative evidence on the factors influencing LGBTQ+ hiring outcomes. We conducted a search across four databases, yielding 4034 results. After applying inclusion and exclusion criteria and updating the original search, 66 articles remained. Our analysis identifies a diverse set of antecedents, which we organize within a multilevel framework. These antecedents include macro-level factors, organization and job-specific characteristics, and individual-level attributes of both hiring decision-makers and job candidates. In addition, the review highlights significant gaps in the literature. Notably, the literature disproportionately focuses on gay and lesbian applicants, with limited attention to trans and bisexual applicants, and offers little evidence on HRM practices to mitigate LGBTQ+ hiring discrimination. By consolidating existing findings, this review identifies key priorities for future research, particularly the role of emerging hiring technologies and the need for intersectional approaches and provides guidance for HRM practitioners to reduce LGBTQ* discrimination, including through diversity policies resilient to political shifts.