The key to landing the right job and workplace is to do your homework. Make sure you apply to companies that walk the talk when it comes to inclusivity.
There are many things to look out for—from checking company policies on discrimination and gender expression to getting a sense of the day-to-day culture. Let's explore what makes companies truly inclusive—and how to find them!
Finding inclusive companies
Before you dive into the job application process, it’s crucial to make sure the companies you’re thinking about support LGBTQ2S+ employees. Be professional and express your interest in the company while asking about their policies and practices concerning LGBTQ2S+ inclusion.
You can do this in several ways: Contact a company’s human resources department, check the company’s website, reach out via LinkedIn with current or former employees, or ask your recruiter, if you’re working with one.
Ask about company policies
Look for companies with clear commitments to fighting homophobia, transphobia, and other forms of discrimination.
If the company states it supports diversity, that’s a good sign. But you want to see more than just vague commitments. Go further to see if they have clear, actionable anti-discrimination policies that include gender identity and sexual orientation. Some good signs include:
- Support for transition—Check to see if the company offers specific support for transitioning employees, such as medical coverage for gender-affirming treatments and counseling services.
- Flexible dress codes—Does the company’s dress code support gender expression? Gendered dress codes can present real challenges for employees who are transitioning. Clarify which dress code items are safety-related and which are flexible.
- Discrimination reporting—Find out how the company handles discrimination reports. Look for clear processes and support systems, such as training for supervisors on LGBTQ2S+ issues.
- EDI policy—Investigate the company’s equity, diversity and inclusion (EDI) initiatives. Look for information about past and current EDI policies.
- Union support—If the workplace is unionized, what is the union’s stance on LGBTQ2S+ issues? Your union can be a great ally.
Investigate the work environment
Company policy is one thing, but what about your day-to-day experience if you land a job? Will it be as comfortable and welcoming as the company’s policies suggest? Here are a few things to investigate before you go through the application process:
- Employee groups—Find out if the company has LGBTQ2S+ employee groups. If so, talk to them. They can help you understand how the company’s culture and support systems will function once you’re hired.
- Appropriate bathrooms—Does the company have gender-neutral bathrooms? The answer to this question goes a long way toward showing a company’s commitment to inclusivity.
- Onboarding practices—Does the company provide diversity and inclusion training during onboarding? This can give you a sense of how serious the organization is about creating an inclusive environment from day one.
- Visible signs of support—Look for things like Pride flags, diversity posters, or company participation in LGBTQ2S+ events. These signs can help you gauge how openly the company supports its LGBTQ2S+ employees.
Going through the interview process
Found a company and job you like? When you prepare for and go through an interview as an LGBTQ2S+ candidate, think about how to present yourself and what questions to ask to make sure you’re safe and comfortable:
- Prepare interview questions—These can help you understand the company’s attitude and policies toward inclusivity. For example, ask about their policies on discrimination, support for transitioning employees, and the presence of LGBTQ2S+ employee groups.
- Consider your comfort with disclosure—Decide in advance how much, if any, of your LGBTQ2S+ identity you want to disclose during the interview. While it’s essential to be true to yourself, it’s also okay to keep your personal details private until you feel secure in the environment.
- Focus on your skills and experience—Your LGBTQ2S+ identity should not be an issue for your employment unless the role specifically involves LGBTQ2S+ programming.
- Observe the interview panel—Does it reflect the diversity of the company’s staff? This can give you a sense of the company’s commitment to inclusivity.
- Watch for microaggressions—Pay attention to subtle cues or language during the interview that might show how inclusive the company really is. Comments or assumptions that make you feel uncomfortable can be a sign that the organization’s culture will not be a good fit for you.
Tips for people who are transitioning
People who have been through the transition process and legally changed their names may have a more straightforward experience applying to a new company. But what if you’re currently in the process of transitioning?
Should you use your chosen or legal name?
A common concern for transgender individuals looking for work is how to handle names, especially when they haven’t changed their legal name. Should you use your chosen name or your legal name? Here are some tips:
- On resumes, applications and cover letters, use your chosen name. If you use your legal name (also called a deadname), you will be likely be deadnamed at work. So start off with the name you wish to be called.
- For legal documents such as security checks, use your legal name. Unfortunately, this is the only way a legal search can be done.
- In interviews, introduce yourself with your chosen name. If your legal name is brought up, simply explain that you use a different name.
- For your online identity, make sure your LinkedIn profile and other professional networks show your chosen name. This will avoid confusion and maintain consistency.
- When you accept a job offer, this is a good time to let the hiring manager know what name you would like to have in your new company email address. This way, it can be set up correctly instead of defaulting to your legal name.
Timing your transition
Deciding whether to delay your formal transition until after you land a job is a personal choice. If the position involves a high level of public interaction or media presence, think about how your transition might be received and whether you’ll feel supported by your organization, coworkers, and clients.
Revisit whether the company has a strong support system for LGBTQ2S+ employees. Delaying your transition might make sense if you’re unsure whether the workplace culture will support you.
If you’re in the process of transitioning, it’s essential that you have strong supports in place. Make sure you’ve discussed your decision to search for a job during this time with your support network or therapist, and that you’ve thought through the various factors that could affect your well-being.
Through this process, reflect on whether you feel emotionally and mentally ready to transition in a new work environment. Starting a new job can be stressful on its own. You need resilience and support if you choose to transition soon after you’re hired.
Finding a supportive and inclusive workplace as an LGBTQ2S+ individual is crucial for your professional and personal well-being. By researching potential employers, preparing thoughtfully for interviews, and understanding your rights, you can navigate the job market with confidence.