I've been a hiring manager in the past, and can offer this:
IF the position requires interaction with the public... and IF that "public" can be expected to be put off by a person who is openly L/G/B/T, then I would NOT hire that prospect... I MUST put the Company's (predictable) interest first. Note, this also applies to other (more-benign?) attributes, as well.. such as gender, colour or religion....
For a position wherein I could expect that the prospect's appearance and behaviour would NOT be expected to have impact on their ability to do that job (relative to WHO they must deal with).... I wouldn't give a darn about any of their details.... such as gay/straight/CD.... OR gender, color or religion (or, even, politics!)....
I expect I'll get "called" on that first paragraph.... on the claim that EEO is SPECIFICALLY meant to prevent/avoid that... But, believe me, hiring managers must be (are) careful when they are going to put an employee in front of their Customers.... and will skirt EEO in whatever manner is necessary!!!!
