Logan Canada
McNair Scholar 2025
- Major(s): Psychology
- Classification: Senior
- Anticipated Graduation Date: Fall 2025
- Career Aspirations: After attaining my bachelor’s degree, I hope to pursue a doctoral degree in clinical psychology. My main research interests are issues in LGBTQ+ mental health, such as minority stressors, mental health disparities, psychotherapy processes, and interpersonal relationships.
“For me, the McNair Scholars Program has been a bastion of professional and academic development. The mentor-guided research experience has been a wonderful opportunity for growth as I prepare for furthering my education. Likewise, the support I have received from the McNair staff, my mentor, and my cohort has fostered self-confidence about my future in graduate education.”
“The Limits of Accountability: Null Effects in Hiring Bias Involving Gay Applicants”
Faculty Mentor: Dr. Alicia Macchione
Previous evidence suggests that hiring discrimination extends to those in the LGBTQ community. Despite qualifications, LGBTQ workers are rated as less competent and less likely to be hired for a position than their non-LGBTQ counterparts. Accountability measures have been shown to be effective in reducing disparities in ratings of qualified LGBTQ individuals. The current study seeks to increase literature on this topic by testing accountability as an intervention for reducing homonegative biases at different job levels. It was predicted that straight applicants would be favored over gay applicants, applicants of entry level positions would receive lower ratings, and that the presence of an accountability condition would bring about more impartial ratings. Participants (252), all with experience in hiring, were shown mock LinkedIn profiles of an implied homosexual or heterosexual male applicant for either a senior level or entry level position. Participants then completed a 15-item questionnaire assessing applicant's occupational skills and employability. Those placed into the accountability condition had to justify their choice to hire or not via a written task. Results found no support for the hypotheses on gay and straight applicant disparities, nor for the effectiveness of an accountability task. However, support was found for disparities between entry level applicants across sexual orientations. Results suggest a limit to the effectiveness of accountability in this specific online environment and application, but may also suggest the presence of adherence to social expectations. However, results may be used to implement effective accountability measures to reduce hiring discriminations.