Being OUT in the Workforce from Stanford U.
Overview:
Increasingly LGBT people are becoming more open about their sexual identity or being "out of the closet". The question of how "out" to be can influence the type of career path you choose, and the type of job you pursue. The first contact between employer and employee is the resume and cover letter. So how "out" to be on your resume can present several dilemmas for "out" students. Generally speaking, you are probably "out" to some people but not to everybody. What's unique about LGBT people in disclosing their sexual orientation is that it is not a one-shot action. After all, one's sexual orientation isn't necessarily obvious to all people. In fact, "coming out" occurs over and over again, throughout one's lifetime.
Being out on the resume
How "out" one should be on their resume is a personal choice. Remember that you will not necessarily know the people who are reading your resume and conducting interviews. If you are called for a job interview, usually the first round is the "screening" interview. Typically, you should not divulge any information about your sexual orientation at this time. If you feel this is necessary, understand that you may not receive a favorable response. At the same time, you probably wouldn't want to work for that organization anyway.
Addressing skills gained from an LGBT organization
If you are using your sexual orientation and involvement in the LGBT community on your resume or in the job interview, you need to state specifically to a potential employer those transferable skills and accomplishments you've acquired as a result of these experiences. The pro is you may feel better about yourself for being completely honest; however, the con is that whoever is reviewing your resume or conducting a job interview may not be "gay-friendly," in which case you may not even be considered for a job. How do you weed out the progressive from the not-so-progressive organization?
Assessing "gay-friendly" environments
First of all, research any company or organization for which you would like to work, and find out if they offer domestic partner benefits to their employees. Determine if the organization has an LGBT employee association that meets regularly. For example, companies such as Charles Schwab have employee groups for African-American, Hispanic and other diversity groups, including LGBT employees. McKinsey & Company even has an LGBT employee group that gets involved in recruiting prospective LGBT employees for the firm.
Secondly, check if the company has an anti-discrimination policy that includes sexual orientation. Is the company well known for supporting LGBT community events? Find out if the company has an office in gay-friendly San Francisco. There are subtle ways to obtain information by asking key questions. Ask if the company sponsors diversity training that includes LGBT populations. Additionally, you may want to ask about their AIDS training program for employees. These are positive signs of progressive organizations. One should note: although an organization may have progressive policies, these will not always safe-guard you from a biased interviewer.
In the non-profit sector, being "out" in the workplace seems to be less of an issue. Again, this would greatly depend on where you are seeking employment. The Bay Area is more progressive compared to other parts of the country, and some organizations are more accepting than others. In addition, the people within these organizations vary in bias, so research is still an important factor.
It's Up to You
Although being "out" is a personal choice, being "out" on your resume, at the job interview, and in the workplace has pros and cons. Researching companies and organizations that have progressive LGBT policies, and talking with people who are familiar with these organizations, will help you with your job search, and in choosing a job that is aligned with your values.
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Date added:
Monday, 26 Oct 2009
