What are effective strategies for LGBTQ+ job seekers?

First of all need to remember, that everyone have equal opportunities, each jobseekers are entitle to get a chance for a job, no matter about the gender. If you are hiring manager, and candidate do not match some of your requirements, do not inform them that they are not good due to their gender... do not unmotivate people with your decision, if you are not willing to hire them.

Be who you are and proud of your authentic self!! Employers want authentic employees, there’s nothing better than seeing an individual who is showing exactly who they are. Do you want to work somewhere that you can’t be who you are?

One major point to remember is Be authentic, because recruiters and hiring managers are looking for people who can bring their authentic self to work. Do a deep analysis about company culture, View their website, LinkedIn pages and see what they are doing for LGBTQIA+ people. Keep an eye on the EEO & Diversity 1. Equal Employment Opportunity - Most of the companies follow this policy that explicitly include protection against discrimination Diversity Initiatives: Companies are encouraged or required to implement affirmative action or diversity initiatives to promote the inclusion of LGBTQIA+ individuals in the workforce. Lastly ask questions in your interview and never be ashamed for who you are!!

Research and target companies with inclusive cultures. Seek out companies that have a proven track record of supporting and valuing LGBTQ+ employees. Leverage LGBTQ+ professional networks and organizations. Connect with LGBTQ+ professionals in your field through online communities, social media groups, and local organizations. Prepare for potential questions about your LGBTQ+ identity. While you are not legally obligated to disclose your sexual orientation or gender identity during the job search process, it's essential to be prepared for potential questions in a way that feels comfortable and authentic to you.

It is imperative when you are job searching as an LGBTQ+ individual to know the current state of rights when it comes to your sexuality or gender identity in the regions where the company has offices or travels to for business partnerships. https://www.equaldex.com/ is a great resource for looking up LGBTQ+ rights globally by searching a specific region for up-to-date information.

Researching a company's website for their D&I activity is a first step - do they make information about their internal D&I work available, for instance how did they celebrate pride month, do they have active employee resource groups, do they have signatures including pronouns. However, to be certain, I would go further than that - try and get in touch with former or current employees. You can ask the hiring managers whether they can put you in touch with an employee or you can look up employees via LinkedIn to see if they would be available for a chat.

Some things to keep in mind: - Does the company have an Equal Employment Opportunity (EEO) statement on their website? Does it explicitly include sexuality and gender identity? - Does the company have an LGBTQ+ Employee Resource Group (ERG)? - Does the company have any events or programming for Pride Month? Does it involve actually giving back to the LGBTQ+ community? - What are the employee benefits? Do they include same-sex partnerships? IVF treatment support? Gender-affirming care?

I’ve been out for 30+ years. Whenever I have interviewed for a new job, I asked, “will it be a problem that I am an out gay man at xyz company?” I didn’t expect anyone to tell me directly that it would be an issue. I watched and listened to their reaction to such a direct question – and that told me if it would be a good match for me.

I always include some information about my LGBTQ+ identity in my resume. Whether it's previous clients or partners, volunteering or being a member of a board. I also include my pronouns as part of my personal information. These small actions signal to an employer that you are visible about your LGBTQ+ identity. If a company exhibits discomfort in the interview process, then they are not ready for you and you should prioritize your mental health and well-being. We spend too much time at work to feel uncomfortable or hide ourselves and the more outspoken we are about this the more companies will shift their perspectives. 1 in 5 Gen Z individuals identify as LGBTQ, we are not a trend or niche population.

Be who you are from the first interaction, disclose what makes YOU comfortable. We've all gone into an interview feeling "othered" with diminished confidence. Stick to one simple rule: If they can't support you for who you are, you don't want to work for them. Period.

This tip is right on spot! Reach out to the LGBTQ+ community and it's allies. Also, be proud of who you are. Just because a company does not have it listed does not mean they're not accepting. Also, be a warrior and go in and change a company or industry! This is how diversity works!

Reach out to people that are willing to help mentor and coach! Feel free to reach out to me at [email protected] I'm always willing to help anyone that is having frustrations and challenges!

As a member of the LGBTQ+ community, it’s incredibly important to me to know more about a potential employer, using the pre-interview stage as an opportunity to assess whether we are the right fit for one another. Some key questions I always like to ask is: - Do you have an LGBTQ+ ERG and are they active participants in helping craft your DE&I strategy? - Do you have LGBTQ+ representation in senior leadership who sponsor your LGBTQ+ ERG? - What are some of the organisation’s DE&I related metrics? - How has your organisation partnered with LGBTQ+ communities year-round? Their answers will speak volumes as to where they actually stand on true LGBTQ+ representation and inclusion.