Career Resources for LGBTQ Students

How can the career center help me?
The first step in any career search is to reflect on what is most important to you. As someone in the LGBTQ community, this means first understanding where you are in your identity development. The Cawley Career Education Center is a space where you can ask questions about all aspects of personal career development. We provide a supportive and nonjudgmental environment and we know how often personal identity connects to career decisions. The guidelines below, while far from all-encompassing, are intended to help you make informed decisions about your career plans.

At what point should I come out to an employer?
It is important to know that you do NOT have to disclose at all. This decision is entirely up to you and how comfortable you feel disclosing your sexual orientation, sex, or gender expression. If you do choose to disclose, there are generally three opportunities to come out to an employer:

1. On your resume
2. In an interview
3. After you start working for the organization

To talk to someone about the best way to navigate this process, stop by or call the career center. We are here to help you every step of the way. 

What should I put on my resume?
Whether you choose to disclose your sexual orientation or gender identity on your resume depends on how comfortable you feel with potential employers having this information. A career counseling appointment at the career center would be an excellent space to speak with a trained counselor about whether and how to disclose on your resume. 

Some questions to consider:

• Is the company you are interested in an LGBTQ-friendly organization?
• Do you feel comfortable disclosing that you are a member of an LGBTQ organization?
• Do you include previous work experiences (internships, etc.) that occurred at LGBTQ advocacy organizations?
• How do you list your achievements from an LGBTQ organization on your resume?

Coming out in an interview
Regardless of whether you plan to come out in the interview stage, the primary focus of the interview should be to sell your skills. That said, the interview is a great time to get some clarification about how supportive the company is to the LGBTQ community. 

Questions you can ask an employer in an interview

• “Would you say that your company has a diverse employee base?”
• “Do you offer same-sex benefits?”
• “Does your organization have an LGBTQ support or social group?”

Searching for Jobs or Internships 

What is an LGBTQ-friendly organization?
An LGBTQ-friendly organization is one that protects lesbian, gay, bisexual, transgender and queer individuals from discrimination in their organization. Many of these companies also help organize LGBTQ support groups and social events for the LGBTQ individuals who work for them.

As a person in the LGBTQ community, what should I consider before applying to any company?
Many employers are inclusive of LGBTQ employees, but there are still many who are not. When deciding which company is best for you, consider what it would mean to work for a company that supports LGBTQ workers. Here are some questions to help you reflect: 

• Will I insist on working for a company that I know is LGBTQ-friendly?
• Will I consider companies that imply being LGBTQ-friendly?
• Would I work for a company that does not have any formal considerations for their LGBTQ employees?
• What does working for a diverse company mean to me?

How to identify companies that are LGBTQ-friendly

• The best research tool to identify which companies are LGBTQ-friendly is the Corporate Equality Index, released each year by the Human Rights Campaign. This report assesses companies based on several criteria, including:
  • Equal employment opportunity policy
  • Employment benefits (including transgender-inclusive medical coverage)
  • Organizational LGBTQ competency (training sessions, resources, or accountability measures)
  • Public commitment to LGBTQ support

• Human Rights Watch Employer Search

• A list of the Human Rights Campaign’s best places to work.

Additional considerations before choosing an employer

• Does the organization provide same-sex partner benefits?
• Is there an LGBTQ employee resource group?
• Does the organization have at least one gender-neutral restroom?
• Does the organization sponsor or participate in activities or events that support the LGBTQ community?

Additional Job Search Resources

• CenterLink Job Board – Job openings at LGBT-friendly community centers and other organizations and institutions doing work related to the needs and interests of LGBT communities
• LGBTConnect – an LGBTQ job board for anyone seeking LGBTQ-friendly employers
• Out & Equal – an LGBTQ workplace advocacy group designed to connect the LGBTQ community through resources, events, and support groups
• Pink Jobs – LGBTQ-friendly job website

Additional Considerations for Transgender Career Seekers

Is it okay to use my chosen name on a resume or cover letter?
Resumes and cover letters are not legal documents. You are not required to list your legal name on either document. Think of using alternative naming options. For example: 

Will I have to use my legal name at any point in the job search?
Unless you have made legal arrangements to change your name, unfortunately, you will need to provide your legal name for background checks, social security documents, and insurance forms. However, most organizations will allow you to use your preferred name for company contact information, email, and phone directory. Human resource professionals are bound by confidentiality and can be a good source of information.

Dressing for an interview
When it comes to dressing for an interview, it is important to present yourself in fashion that is consistent with the position you’re applying for. Dress professionally for the gender for which you wish to be seen as. This can also help your employer understand which pronouns you want to use.

A mock interview at the career center is a great opportunity to practice your skills and address your concerns about dressing for your interview.

Employment Laws & Policies 

Does federal law prohibit discrimination on the basis of LGBTQ identities?

Yes. The U.S. Equal Employment Opportunity Commission states that “[t]he law forbids sexual orientation and gender identity discrimination when it comes to any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoff, training, fringe benefits, and any other term or condition of employment.” In addition, “[i]t is unlawful to subject an employee to workplace harassment that creates a hostile work environment based on sexual orientation or gender identity.”

For helpful state-specific information about legal protections for LGBTQ employees and their families, see the Movement Advancement Project‘s maps and data on state laws in this area. In addition, the Human Rights Campaign publishes the State Equality Index with information on these matters.

Can employers create non-discrimination policies that protect LGBTQ identities regardless of state law?
Yes, many employers have non-discrimination policies. Make sure that the policy explicitly names “gender identity or expression” (or “gender identity”) and “sexual orientation” as protected classes in their non-discrimination policy.

How can I find an employer’s non-discrimination policy?
Search company websites or job announcements for their non-discrimination policies. You can often find these policies in the “Careers”, “Jobs,” “About Us”  or “Diversity” sections of their sites. If you cannot find a company’s policy or the language is unclear, consider calling the company and asking for a copy of the policy in writing.

How can I find information about policies that impact LGBTQ-identified persons on college and university campuses?
The campus climate for LGBTQ-identified students, staff, and faculty varies among colleges and universities. The Campus Pride Index is a well-known resource for information about campus climate and policies that may impact your experience as a university student or staff member. Research campus policies, programs and services on a university’s website to learn more. 

Do employers have to offer spousal or family benefits to LGBTQ employees?
Many employers subsidize all or a large portion of health, dental, vision, and other benefits for spouses and families of married employees. With the federal recognition of same-sex marriage, employers that extend benefits to spouses and families of their employees must extend the same benefits to same-sex couples. Additionally, some states have domestic partnership laws that provide the basis for some companies to provide equivalent benefits to unmarried couples who meet the state’s requirements for partnerships or civil unions.