When it comes to job applications, a resume or cover letter serves as an initial opportunity to showcase why you’re the ideal candidate for a position. However, for queer and transgender professionals, there’s an added consideration: Should you disclose your gender identity right from the start? Unfortunately, this personal decision can have detrimental effects. Revealing or indirectly hinting at your queer identity or sexual orientation on a job application poses the risk of encountering hiring discrimination. In fact, a 2020 study found that gay and lesbian applicants faced lower ratings in competence, social skills, and hireability when their queer identity was mentioned in a cover letter. On the other hand, choosing not to disclose one’s gender identity comes with its own challenges. It can lead to the discomfort of being misgendered by a recruiter or hiring manager, and it may be mentally draining to suppress such a crucial aspect of one’s identity.
To gain insight into this dilemma, we reached out to LGBTQ+ experts who shared their perspectives on whether, why, and how they disclosed their gender identity or sexual orientation during the job application process. Particularly for trans professionals, there’s a need to weigh the risks of potential discrimination against the harm of being misgendered.
If you do choose to indirectly hint or directly disclose your gender identity, one way to begin is by including pronouns next to your name in your job application. A.C. Fowlkes, a clinical psychologist and the CEO of Fowlkes Consulting, an LGBTQ+ sensitivity and transgender inclusion consulting firm, personally refrains from sharing their sexual orientation on their resume. However, they do list their gender pronouns with the hope of reducing the chances of experiencing misgendering during interviews. While acknowledging that sharing gender pronouns might cause some assumptions about their gender identity, Fowlkes considers the benefit outweighs the risk due to the significant dysphoria they experience when misgendered.
Celia Sandhya Daniels, founder of Rebekon Consulting which provides healthcare and life sciences management services, lists their pronouns as she/they and explicitly states being gender-nonbinary in their cover letter. Daniels does this to provide potential employers with more cues about their identity. By being upfront about who they are in a job application, Daniels uses it as a test to filter out employers who wouldn’t accept their identity. However, even with these explicit mentions, there’s no guarantee of preventing rude and invasive questions. Daniels recalls an incident where a recruiter questioned their identity, assuming they sounded masculine. Additionally, Daniels advises recruiters to read and understand a candidate’s context before making assumptions based on pronouns.
Discrimination is unfortunately prevalent in the workplace for transgender professionals. A survey conducted by the National Gay and Lesbian Task Force and the National Center for Transgender Equality found that 90% of transgender individuals in the United States experienced harassment, mistreatment, or discrimination, or had to conceal their identity to avoid it. This is why it becomes crucial for trans professionals to be honest about their identity right from the job application stage, ensuring they can work in an environment where they can be themselves.
Fowlkes recognizes the possibility of missing out on opportunities due to encountering transphobic interviewers. However, they prioritize working in an environment that prioritizes psychological safety. They believe in weeding out employment opportunities that won’t support their well-being by being transparent during the interview process. On the other hand, Daniels reveals that they’ve attempted job searches without disclosing their identity upfront in their resume and cover letter. However, they’ve found that the resulting gender dysphoria experienced during hiring or onboarding wasn’t worth it. It feels like suffocating, and Daniels emphasizes the importance of being able to be themselves throughout the workday.
Regrettably, many LGBTQ+ professionals share similar experiences. A 2021 survey conducted by the Williams Institute revealed that numerous queer professionals engage in “covering behaviors” at work, such as altering their appearance or behavior or avoiding discussing their personal lives in order to evade harassment and discrimination. When it comes to LGBTQ+ job seekers, whether or not to disclose is a choice that depends on factors like personal safety and role relevance.
Ultimately, there’s no one-size-fits-all approach to disclosing one’s queer identity during the hiring process. It varies based on safety and personal comfort. As stated by Josh Torres, a leadership coach focused on equity and inclusion and CEO of BE/volved Coaching, disclosure becomes a consideration when the expression of one’s identity is more visible. If it can be hidden, it’s not usually a conversation. However, if it’s apparent that someone is trans or a person of color, it will likely come up during the interview. But if you decide to disclose your LGBTQ+ identity, it’s important to evaluate whether it’s directly relevant to the desired role or not.
To make an informed decision, LGBTQ+ professionals can conduct research and seek guidance from those in the know. Fowlkes advises reaching out to individuals in your network who work for the organization you’re applying to, inquiring about their experiences with transgender affirming policies and practices. It may also be helpful to ask the recruiter assigned to the job for more information. Additionally, you don’t have to be a hiring manager to lend support. If you want to assist a transgender or gender-nonbinary professional in their job search, offer to conduct mock interviews or review their resume. Daniels shares a touching anecdote about the positive impact such support had on a transgender woman’s self-esteem and life.
Analyzing how a company talks about diversity and inclusion on their website or in their communications can also provide insights into their stance on LGBTQ+ issues. Pay attention to whether they openly embrace and support the LGBTQ+ community in their outward-facing materials and statements.
Of course, none of these strategies are foolproof, but they can provide some guidance in navigating the complex decision of disclosing one’s queer identity during the hiring process. Safety, personal comfort, and role relevance should be considered when making this choice.
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