Navigating your career journey comes with many unique considerations. For some students, this includes not only exploring jobs that match your skills and interests, but also finding workplaces where your gender and sexual identity are affirmed, and deciding how to authentically represent yourself to employers. These resources highlight some of the questions and experiences queer and trans students often encounter—but the strategies, tools, and perspectives here can be useful to all students who are interested in building a career aligned with their values, strengths, and experiences.
For more information and to connect and be in community with others, check out the opportunities available with the OSU Pride Center and OSU Women and Gender Center.
Talking About Identity in the Workplace
It is important to know that you do not have to discuss your gender or sexual identity during the hiring process. This decision is entirely up to you and how comfortable you feel talking about your sexual orientation, sex or gender expression in a workplace context. If you do choose to disclose, there are generally three opportunities to come out to an employer:
- On your resume/cover letter/application
- In an interview
- After you’ve started working for the organization
Questions to consider:
-
How inclusive or welcoming does this organization seem, based on what I know about their values, policies, and culture?
-
When (if at all) would I feel most comfortable sharing aspects of my identity in this workplace?
-
Do I want to highlight past experiences (clubs, internships, leadership roles, awards, etc.) that reflect my values or advocacy work—and if so, how do I want to frame them for employers?
Interview considerations
The primary focus of any job interview should be to sell your skills. That said, the interview is a great time to get some clarification about the company's values and policies. Additionally, since background checks/hiring paperwork will ask for legal names and prior names, the interview can be a time to assess an employer’s inclusivity.
Questions to consider asking an employer in an interview:
- “How does your organization support employees in bringing their authentic selves to work?”
- “What steps does the organization take to make sure all employees feel welcome and included?”
- “Are there employee resource groups, mentorship programs, or networks that help people build community here?”
Highlighting gender and identity-related advocacy specifically:
- Treasurer, OSU Pride Center
- Outstanding Ally to the LGBTQ Community Award Recipient
- LGBTQ+ Journeys Retreat Leader
Highlighting transferable skills and leadership:
- Treasurer, Student Diversity Campus Group
- Lavender Graduation Award Recipient
- Journeys Retreat Leader
Resume Sample - Highlighting work with gender and identity resource groups
Work Experience
Internal Coordinator, Pride Center, Oregon State University | Sept. 20XX - Present
- Hired, trained, and provided ongoing supervision of 4 office assistants
- Facilitated weekly meetings to improve staff communication on community issues, campus events, and Pride Center goals and services
- Served as a liaison to the greater OSU community and solicited student feedback on programs
- Created engaging presentations and workshops about the queer community for new incoming students at orientation sessions
Community Involvement
Rainbow Continuum | Sept. 20XX - Present
- Coordinated recruitment of 20+ volunteers for the annual campus-wide drag show, which draws more than 200 people
- Designed marketing fliers and social media content using Adobe Photoshop and Illustrator
Workplace Protections related to gender and identity
According to the U.S. Equal Employment Opportunity Commission (EEOC), “Sex discrimination involves treating someone (an applicant or employee) unfavorably because of that person's sex. Discrimination against an individual because of gender identity, including transgender status, or because of sexual orientation is discrimination because of sex in violation of Title VII…The law forbids discrimination when it comes to any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoff, training, etc."
Additionally, it is not legal for any person to be harassed in a workplace because of their identity.
The EEOC says: “Harassment can include ‘sexual harassment’ or unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature. Harassment does not have to be of a sexual nature, however, and can include offensive remarks about a person's sex. For example, it is illegal to harass a woman by making offensive comments about women in general.”
Advice for interviews
Legally, there are interview questions that may not be asked. If you receive a question that makes you uncomfortable and may be illegal, here are a couple of options for responding:
- If you feel comfortable answering, you may choose to respond to the question as asked. Consider keeping the answers short and related to your skills and experience only.
- If you do not feel comfortable answering, you may decide to redirect or decline to answer. For example, ask the interviewer to help you understand why the question is relevant to the position or answer the parts of it you do feel comfortable with. You may be as graceful or direct with any of these approaches depending on your comfort.
For more information on illegal interview questions and employment discrimination, see:
Job or Internship Search Resources
What should I consider when applying to a company?
For LGBTQ+ students, an affirming workplace is one that goes beyond basic protections from discrimination to actively create space where queer and trans employees can thrive. This might include offering inclusive benefits, fostering employee resource groups, or sponsoring community events.
While these questions may be especially relevant for LGBTQ+ students, they can also help any student reflect on how much workplace culture, community, and values matter when choosing where to build a career.
Here are some questions to ask yourself before applying to or accepting a role:
-
Is it important to me that an organization is explicitly LGBTQ+ inclusive?
-
What does “diversity” and “inclusion” mean to me in a workplace setting?
-
Is the organization located in a community where I can find belonging and connect with others who share my values?
-
What benefits does the organization provide, and do they reflect a commitment to equity (e.g., partner benefits, healthcare coverage)?
-
Are there employee resource groups that support identity-based communities?
-
What kind of initiatives does this organization actively participate in or support?
Where can I do more research?
- Learn about policies and protections related to gender identity in every state by visiting the HRC’s Map of State Laws and Policies.
- Research companies based on their policies, benefits and trainings, with the Corporate Equality Index.
- Check out the HRC’s best places to work or Campus Pride Career Connect.
- Consider researching the resources available in local communities where jobs you are applying to are located, or researching local school systems to gain more information about their policies related to gender and identity.
.
Considerations related to gender identity
Should I use my chosen name on a resume or cover letter?
You are not required to list your legal name on resumes and cover letters. There are several options for listing your name, for example (Legal Name) “John Black;” (Chosen Name) “Janessa Black;” (Initial Format) “J.L. Black. All are appropriate; do what feels right to you.
Should I put my pronouns on my resume?
It’s up to you! There is nuance to including your pronouns on your resume, and you must carefully consider what feels best for you. Some reasons to consider including your pronouns on your resume are:
- Allows you to assess a company’s values around diverse gender identity
- Allows the hiring committee to address you appropriately based on your gender identity, avoiding accidental misgendering
- Normalizes the usage of pronouns in professional settings
Some reasons to consider leaving off your pronouns on your resume are:
- Unconscious bias is an unfortunate reality that may affect your employment prospects
- When you’re not fully ready to be “out” at work
- Pronoun use on resumes is not currently a common professional practice
Will I have to use my legal name at any point in the job search?
Background checks generally require you submit your legal name plus any prior legal names used. Additionally, if you have not legally changed your name, you will need to provide your legal name for social security and insurance forms. However, most organizations allow you to use your preferred name for company contact information and directories.
How should I dress for an interview?
When it comes to dressing for an interview, it is important that you present yourself in a fashion that is consistent with your identity and appropriate for the position/industry. It is your choice how you express gender in a workplace context. How you present yourself in an interview will help the employer understand how you plan to express yourself in the daily operations of the job and the pronouns you wish to use.
Resources & Career Networking groups
Guides and Resources
HRC Resource on Identity & Work
HRC Resource on Gender Experession & Workplace Support
Zippia LGBTQ Workplace Resource Guide
Jobs & Internships with MidWillamette Transgender Support Network
Employment Support & Networking from SFLGBT
Agriculture and Natural Resources
Law & Government
International Lesbian & Gay Law Association
Gays and Lesbians in Foreign Affairs Agencies
Business, Tech & Engineering
O4U Business; O4U Digital; O4U Engineering