What is the ‘gay voice’ stereotype? We asked the expert, Dr Fabio Fasoli
Dr Fabio Fasoli is an expert in social communication, with a specific focus on LGBTQIA+ and gender minorities. An aspect of his research that has attracted significant attention is the discrimination faced by individuals with a 'gay sounding' voice when applying for job roles.
In 2017, Dr Fasoli and colleagues conducted a study which found that individuals with a ‘gay-sounding’ voice were considered less suitable for senior job roles. The findings attracted significant attention, and confirmed stigmatisation based on the ‘gay voice’ stereotype. In 2020, Dr Fasoli led another study which found that lesbian-sounding women were even more discriminated against than gay-sounding men when applying for leadership roles.
We asked Fabio about the ‘gay voice’ stereotype, whether attitudes have changed in recent years, and what we can do to address voice-based bias.
Fabio, can you explain what the ‘gay voice’ stereotype is?
The “gay voice” stereotype refers to the widespread belief that a person’s sexual orientation can be inferred from the sound of their voice. This belief is particularly common in relation to gay men, with certain vocal features – such as a higher-pitched voice in men – being socially associated with being gay. It is a stereotype because voice is not necessarily an accurate indicator of someone’s sexual orientation.
What led you to conduct your 2017 study? If you were to carry it out this year, do you think the findings would be different?
In 2014, I watched the documentary Do I Sound Gay?, which made me reflect on whether stereotypes about the “gay voice” could affect everyday experiences. I became interested in how quickly people form impressions of others based on voice, and how these impressions might influence judgements in contexts such as job applications, particularly for high-status roles. This also connects to the Equality Act 2010, which includes the concept of discrimination by perception’, but such discrimination is extremely difficult to prove in practice when it is based on how someone sounds. I therefore wanted to test whether this kind of voice-based bias exists.
If the study were conducted today, I would expect very similar results. More than 10 years later, the stereotype still appears to be very much present. Indeed, when I present my work, many people share their experiences about others making assumptions about their sexual orientation based on how they sound.
What can we do to combat voice-based bias?
A key step is increasing awareness that these judgements are based on stereotypes rather than facts. Education, media representation, and training that actively challenge stereotypes can help reduce the impact of voice-based bias. It is also important to celebrate voice diversity, recognising that everyone’s voice is different and that there is no single ‘right’ way to sound. This celebration will challenge expectations and norms around voice.
Since your 2017 study, social media has become a powerful force for shaping opinions and attitudes, particularly in young people. In relation to your work, do you think it has helped reduce discrimination against LGBTQIA+ and gender minorities or made it worse?
Social media has played a dual role. On the one hand, it can increase the visibility of LGBTQIA+ people and showcase diversity, including diversity in how we sound. For example, actor Cooper Koch spoke about a teacher telling him he was not getting jobs because he “sounded gay”. A clip from that interview circulated widely on social media, raising awareness and prompting reflection. Some of my other work has shown that people feel gratitude toward others who aim to challenge stereotypes and expectations on social media.
On the other hand, social media can amplify stereotypes and provide spaces where people negatively comment on and judge how someone sounds. Its impact depends largely on how platforms are used.
Can you tell us what you’re researching now?
My recent work aims to identify ways to address the ‘gay voice’ stereotype and reduce related biases, a challenge I am keen to take on. I am also conducting research to develop ways of increasing LGBTQIA+ speakers’ sense of control and confidence, with the aim of boosting their wellbeing.
Dr Fabio Fasoli is a senior lecturer in social psychology and the programme lead of the Social Psychology MSc. He is also chair of the University's staff LGBTQIA+ Rainbow Network and won the Vice-Chancellor's Award for Equality, Diversity and Inclusion in 2025.
