LGBTQ+

• How do I assess employers as LGBTQ+ friendly organisations?

  Check employer websites

  • Read their equal opportunity statement, hiring policies, or check any job posting to assess language—do these policies protect against discrimination because of sexual orientation, gender identity, characteristics, or expression?
  • Research employee resource groups at the organisation

  Check other sources

  • Your personal network—Do you know someone who works there who you can ask?
  • LinkedIn  and Saint Connect—Do any alumni work there who you can ask?
  • Glassdoor—Companies Reviews Section
  • Conduct a search in the Human Rights Campaign Corporate Equality Index or Stonewall’s Top 100 Employers list.
  • Search online for news about the company: Have any employee complaints or discrimination issues come up in the company history?

  Assess during the application process

  • Review the applications materials and determine if there are any disclosure forms or surveys.
  • Ask LGBTQ+-specific questions during the interview.

• What are examples of LGBTQ+-specific questions I can ask during an interview?

  You may want to ask:

  • Do you have senior leadership actively driving LGBTQ+ inclusion and allocating needed resources?
  • How does your organisation prioritise equity, inclusion, and belonging for LGBTQ+ staff?
  • Has your organisation made any formal commitments in support of LGBTQ+ equity?
  • Does your organisation have any affinity groups or committees to support LGBTQ+ staff? If so, how do these groups contribute to the culture of the organisation?
  • How many gender-inclusive toilets are there, and where are they located?

• When should I come out to an employer?

  • The decision to share your LGBTQ+ identity, or any aspects of your identity, with an employer at any point is a personal decision. To speak through this decision and ways to do this, please connect with supportive peers, professional staff, and/or faculty.
  • Self-assess your personal comfort sharing information with an employer, in addition to your knowledge about the company’s culture.
  • In England, Scotland, and Wales, the Equality Act 2010 makes it unlawful to discriminate against someone because of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. These are called protected characteristics and any questions that ask about or speculate on any of these areas are illegal. The only exception would be if the job justifiably requires a person to have a particular protected characteristic to perform the role, referred to as a genuine occupational qualification (GOQ).
  • TargetJobs provides a helpful overview of your rights during the recruitment process and give you our advice on issues around being open with employers:

• How do I work my LGBTQ+-focused experience into my CV or LinkedIn?

  • Discussing any university involvement or professional experience in LGBTQ+ spaces on a CV, cover letter, LinkedIn profile, or in an interview depends on the amount of information you want to share about your LGBTQ+-focused experience with an employer. Here are some suggested ways to list this experience or positions of responsibility:
    • Comfortable sharing details: Saints LGBTQ+; President, TransFest, Event Planner; The Gay Saint, Editor.
    • Uncomfortable sharing details: Student Representative Council Subcommittee, President; Annual Student Festival, Event Planner; Student-led publication, Editor.

  • You may be asked to elaborate on your experiences in an interview, so be prepared to discuss your leadership experience with the level of openness you are most comfortable with. You should never feel pressured to share information about your gender and sexual identities in the recruitment process or in the workplace.