by Aaric Guerriero and Dr. Jon Humiston
Both of us identify within the transgender and nonbinary communities and have come out in our authentic identities while working as administrators in higher education. Not only do we have personal experience navigating the hiring and onboarding process, but we both have served as mentors to those who also identify within these communities. Embarking on the job search journey while transgender or nonbinary requires a nuanced approach. Here, we share a holistic view of navigating the search process that is rooted in our personal and professional experiences.
Utilizing LGBTQIA+ Friendly Job Boards
Explore specialized job boards that cater specifically to LGBTQIA+ individuals. These sites often partner with organizations that prioritize diversity, equity, and inclusion. Employers posting on these boards are signaling their commitment to creating inclusive workplaces, making them potential ideal employers for you. Sites like HigherEdJobs (which features Diversity and Inclusion Job Listings), OutProfessionals, LGBTConnect, or DiversityJobs may showcase opportunities with organizations that actively support and welcome a diverse workforce.
Researching Company Culture
Digging into an organization’s culture involves more than just official AA/EO, non-discrimination, and disability statements. Do current administrators and employees with biographies listed on the website include pronouns? Is there an official LGBTQ+ services office that employs a full-time coordinator/director? Take time to review the human resources webpage for any directed resources for transgender and nonbinary employees. These front-facing resources may help you gain a stronger reflection of the inclusive culture and environment. The Human Rights Campaign’s Corporate Equality Index can also be used as a corporate research tool.
Self-Identification in Resumes and Cover Letters
Many employers are now including gender pronouns in the hiring process. You may be asked to provide your gender pronouns or name in use (ie – the name you use that may be different from your legal name). Including pronouns in your application materials is becoming a standardized practice, as well as including name pronunciation. Both of us have had experiences that led us to withdraw from processes when pronouns and names were not honored after providing them to the hiring committee. When providing this information, the expectation is that these are used consistently throughout the process.
Crafting a Personal Narrative
Incorporate your unique experiences into your professional narrative. Highlight projects or initiatives that showcase your commitment to diversity and inclusion. Emphasize how your authentic self contributes to a richer and more innovative workplace. This narrative not only resonates with employers but also sets the stage for an inclusive and supportive work environment. By intertwining your personal journey with the job description and the values of the organization you’re applying to, you not only enrich your application but also showcase how your unique experiences and perspective can contribute to its mission.
Evaluating Benefit Packages
As you progress in the interview process, carefully examine the benefit packages offered by potential employers. Look for healthcare options that encompass gender-affirming physical health care, mental health support, and family leave options. Companies that prioritize inclusivity typically establish transparent policies against discrimination and offer robust support for transgender and nonbinary employees. Familiarizing yourself with the complete range of benefits available can enhance your overall job satisfaction.
Coming Out in the Workplace
While evaluating a company’s commitment to diversity, consider reaching out to current or former employees through professional LGBTQIA+ networking platforms. These conversations can provide valuable insights into the workplace culture and help you gauge the level of true inclusivity. Remember that coming out is a personal decision, and it’s essential to choose a time that aligns with your comfort and the organization’s ethos. Some companies have begun to create guidelines for employees to support them coming out as transgender/nonbinary in the workplace. These guidelines should be accessible as an employee and can be a great question to ask in the interview process.
Requesting Gender-Inclusive Facilities
When discussing interview logistics, extend the conversation to other aspects of inclusivity. Inquire about the organization’s policies on gender-inclusive facilities and explore their commitment to creating a welcoming physical environment. This not only contributes to your well-being but also signals to the employer that diversity and inclusivity matter to you.
Networking and Mentorship
Expand your network within LGBTQIA+ professional communities, both online and offline. Attend conferences, workshops, and events that focus on diversity and inclusion, specifically centered on navigating the workplace as someone who identifies within the transgender/nonbinary communities. Seeking out mentors who have navigated similar challenges can provide guidance on evaluating potential employers and making informed decisions that align with your values.
In conclusion, your job search is a journey of self-discovery, empowerment, and an opportunity to reflect on your incredible achievements. Embrace your authenticity, leverage resources within the LGBTQIA+ community, and remember that you bring unique value to the professional landscape. By navigating with self-awareness and utilizing targeted resources, you are not only seeking a job but building a fulfilling career where you can thrive authentically.
