November 27, 2019 (updated December 6, 2019) Published by Dennis Velco
Many corporations and other employers who focus on LGBTQ Corporate Equality are actively seeking you to join their organization. They are working hard to develop and maintain an LGBTQ friendly workplace that celebrates diversity, inclusion. Many studies have proven that doing so helps the company thrive by increasing productivity, creative problem solving and its financial bottom line.
Add your LGBTQ professional profile on OutBüro (OutBuro.com) and complete it as much as possible to unlock all the online community features. Indicate your if you are passively or actively seeking a new job opportunity, your willingness to trave and your willingness to relocate. It makes it easy for recruiters to find just the candidate they are looking for – YOU.
When logged into your OutBüro account you will see your community navigation area in the right column.
Current Employment Status
1. Choose About to view your professional profile.
2. Scroll down to find the Current Employment Status area and then Click the Edit button.
3. Make the appropriate choices.
4. Click the blue Save button.
5. As with nearly every profile field, you have control over the level of visibility of each. The button label will display the current setting and by clicking it you may make a change if you desire. The choices are:
Public (non-logged-in site visitor may be able to see it although we require persons to be registered and logged in to view all areas of the community features)
Willingness to Relocate
Once on your profile About page via the steps above, scroll to find the Willingness to Relocate section, choose Edit, make your selection and click Save.
Willingness to Travel
Once on your profile About page via the steps above, scroll to find the Willingness to Travel section, choose Edit, make your selection and click Save.
Complete at least 50% of your profile fields to unlock all the site’s community features.
June 24, 2019 (updated July 11, 2019) Published by Dennis Velco
When it’s time to update your resume/CV preparing for a job search, it can be tough to know if you should be out as LGBTQ on it. We don’t believe you will find anyone who would suggest putting “I’m queer – get used to it” in bold pink letter sprinkled with glitter on the top of your resume/CV.
So, should you come out on your resume?
No one can answer that question for you. It is your life, your career, your sexuality, your gender identity, and therefore your choice rests squarely on your shoulders. However, read on for insights to help you make an informed decision.
Many in the LGBTQ community disagree about what you should reveal on your resume/CV. Some say to be out being your full and authentic self, while others argue that you should remain in the closet, grit your teeth to land the job and then slowly come out to co-workers as you get to know them individually.
Many people have acquired significant volunteer and work experience from obviously LGTBQ-oriented organizations. Other people struggle with how transparent they should be on their resume or job application when asked about other interests. Knowing what to say, and how much to disclose to a complete stranger with the power to provide or decline a job offer can be cause for worry. It can often feel like living in the closet and being judged for who you are as a person.
How much experience is related?
Not much but it’s close to my heart
You are such a wonderful person for volunteering. If your past experience related to LGBTQ non-profits/NGOs is not really central to the job you are applying for, we’d recommend completely leaving it off your resume/CV. It’s not hiding your sexuality or gender identity, it is just not pertinent. This even includes leaving it out of your resume/CV hobbies/extra activities. If you get a sense during the interview process that the employer and interviewers are LGBTQ friendly you can always bring it up in the course of dialog as appropriate.
Just a bit but it’s important
If some of your experience was acquired from paid or volunteering for lesbian, gay, bisexual, transgender, and queer non-profits/NGOs no matter if you are LGBTQ a straight ally you might start to wonder if you should put that experience on your resume. This effectively would out you as LGBTQ whether you are LGBTQ or a community ally. Additionally, as you’ll learn below even just the perception of being LGBTQ real or perceived can potentially impact your ability to be hired, promoted and even the salary offered.
Major part of my career
If all your experience is from paid or volunteering at LGBTQ organizations, then it’s pretty clear you have no choice. You have to list the experiences. But you still need to be aware of the issues you may face and be prepared to research employers to find the right match and put your best foot forward with the best employers no matter the size or location of the employer.
If you have worked primarily for LGBTQ or other non-profits/NGOs it can also be difficult to break into the for-profit sector. I have heard of people attempting to do make this transition and being told, “Your qualifications are outstanding, however, you aren’t a right fit for this company we are about making money not helping people/the environment/animals.” – true story. So if your work experience has been 50%+ with a non-profit organization no matter the focus LGBTQ or not, be prepared to address this disqualifying mindset proactively in your cover letter and in the every interview conversation if you get that far.
LGBTQ workplace policies are good yet not a 100% guarantee
Reality is even if an employer boasts being a welcoming LGBTQ workplace with LGBT friendly policies and benefits, there are many people involved in the resume/cv review and interview process. Depending on the size of the employer, that may be a few people or in best case scenario it will be a review committee to reduce the chances of one person’s learned prejudices and ignorance to discriminate and disqualify you based on you being LGBT. In any case, it still can be risky. You want to list all your great experience and qualifications to land that new job yet you are also putting trust in the employer company/organization and the individuals in the hiring process.
At what point should I come “out” in the workplace?
It is important to know that you do NOT have to disclose your sexual orientation or gender identity at any point in the resume/cv submission, job application or interview process. This decision is entirely up to you and how comfortable you feel disclosing your sexual orientation, sex, or gender expression. If you do choose to disclose, there are generally three opportunities to “come out” to an employer?
On your resume
In an interview
After you start working for the organization
Many believe that no job is so great that it’s worth hiding who you are and selling yourself short by leaving out all the organizations you volunteered time with, just-just to hide your sexual identity. That volunteer work could have provided many skills and demonstrate your community involvement beyond the workplace showing a well-rounded individual with character.
Some feel that it is more important to get the job first, and then come out after people get to know you. “I’m here. I’m queer. I’m in the next cubicle” approach.
Others strive for a middle ground in where they list their LGBT activities on their resumes but don’t draw attention to it. They might list PFLG, HRC or NGLCC without going into additional details or spelling out the acronym. They might list the abbreviation of a student campus LGBT group and that they were the vice president such as Berkely LGSA Vice President instead of Berkely Lesbian & Gay Student Alliance Vice President. If asked about the entry it’s an opportunity for discussion to expand upon it in person versus potentially being tossed way by someone along the candidate review path who might hold prejudices. such as “vice president of gay campus group.” The rest, says Woog, is left to the interviewer. If she says, “The Rainbow Alliance –- tell me more about that,” it’s an opportunity to expand on it and judge her reaction.
Still, others hold firm that it is inappropriate to come out on one’s resume as it is to mark down one’s religious or political affiliations. We suggest talking with your both LGBT and straight close friends and family who also have a history of volunteer and community work.
As LGBTQ professionals we cannot live in a vacuum and our straight college have no problem listing their volunteer and community activities that might hint at their heterosexuality. It’s accepted.
At OutBüro we believe a resume should be honest and comprehensive. If a person has done work with GLAAD or Lambda Legal for example – and the reader even knows what these things are – certain presumptions can be made or not. We know many straight people who work at LGBTQ organizations too. Putting your volunteer work in the LGBTQ community on your resume is no different than others who may indicate they are a deacon in the church or a Hebrew school teacher on the weekends.
Why should you hide what you value and has contributed to your life, character, your local community and the community at large? It’s unfortunate that all companies do not have sexual orientation and gender identity non-discrimination policies. Luckily many companies and organizations do
Questions to ask
Is the company you are interested in an LGBTQ workplace friendly employer?
Do you feel comfortable disclosing that you are currently or have in your past held a paid positions or volunteered for an LGBT community organization?
Do you include previous work experiences (internships, etc.) that occurred at an LGBT advocacy organization(s)?
Is that current or past experience relevant to the job you are applying for?
How do you list your achievements from an LGBT organization on your resume?
Do you list it as for example an LGBT youth organization or simply a youth organization and if asked which one in the interview process disclose it if you feel comfortable doing so at that time?
Questions you can ask an employer in an interview if their employer website does not specifically state it:
Would you say that your company has a diverse employee base?
Do you offer domestic partner benefits and or other LGBT related benefits and policies? (if not clearly stated on their website)
Does your company/organization have an LGBTQ employee resource support or social group?
Additional considerations for transgender job seekers
Is it OK to use my chosen name on a resume and cover letters are not legal documents? You are not required to list your legal name on either document.
Let’s say your legal name is Stephanie Smith and your chosen name is Darrel Smith. You might consider listing your name as S. Darrel Smith on the resume and cover letter.
Will I have to use my legal name during the Job Search
Unless you have made legal arrangements to change your name, unfortunately, you will need to provide your legal name for the actual job application, background checks, social security documents, and insurance forms. However, most organizations will allow you to use your preferred name for company contact information, email, and phone directory. Human resource professionals are bound by confidentiality and can be a good source of information.
When it comes to dressing for an interview, it is important that you present yourself in a manner that is consistent with the position for which you are applying. Dress professionally for the gender for which you wish to be seen as. This can also help your employer understand which pronouns you wish to use.
The world has changed but not enough
A recent study conducted by the University of Surry demonstrates that discrimination in the hiring process still exists. In that study the presented the participants with headshot images with the backgrounds removed along with voice samples. The found that just based on those two bits of information that the participants indicated they were less likely to hire the person and if they did hire them the candidate would be offered less money for the same job with the same skills as someone they perceived as heterosexual. Additionally, the participants indicated if the candidate already worked for the employer, they would likely be passed over for promotion preferring to promote a heterosexual.
According to a 2013 Queer in STEM study (science, technology, engineering, and math) found that more than 40% of gay, lesbian, bisexual, transgender, and queer people are not out as LGBTQ in the workplace.
No matter how you decide to proceed regarding your sexual orientation on your resume, you should do your homework on the employer’s LGBTQ workplace equality you before submitting your application.
Do research on the company’s website as well as other websites listing the company is important to know as much about them and their LGBTQ stance as possible. Know what legal protections are in place in your city, county, state, and country.
Network with other LGBT professionals of all levels
One of the best ways to get the inside scoop on an employer’s workplace LGBT friendliness is to connect with and communicate with an LGBT employee who currently or recently worked there. Don’t know anyone? No problem. Join the OutBüro on the LinkedIn LGBT professional networking group. It was the first and remains the largest LGBT+ professional networking group on LinkedIn with currently over 46,000 global members.
Like the OutBüro Facebook page and message others who like it. We’ll be considering starting an OutBüro on Facebook group shortly and then you’ll be right there ready to jump in.
It needs people just like you to participate. It’s fairly new and we would appreciate you taking a few moments to add reviews/rating of your current and recent past employers. It’s at no cost to you as an employee and it’s anonymous. Your review/rating will help other LGBTQ job seekers in the future during their job hunt company/organization research.
Search to see if your current or recent past employer(s) are present already in the system. If not, you may add it with limited features and then review/rate them.
Check out the below article and user guides to get started:
If interested in a job at a US Fortune 1000 level company one source is the HRC Corporate Equality Index. This organization and report have been instrumental in moving large companies forward in creating LGBTQ workplace equality. It is however as mentioned limited only to US Fortune 1000. It is also self-reported by those company HR departments with no employee input to our knowledge and definitely, no direct employee feedback on the actual workplace equality and general work culture.
Although not all, OutBüro has heard personally from many LGBT employees over the past few years that once their employer achieved the coveted 100% HRC Corporate Equality Index score that management backs off and the internal efforts dwindle to barely an acceptable level at best. It is awesome and we applaud HRC and all organizations who have achieved and maintain a 100% score. This report is but one view of the employer’s benefits, policies, business practices, and the potential of an LGBT friendly workplace environment. Don’t rely on it as your only.
If outside the United States
As of the updating of this LGBT employee resource article, OutBüro is only aware of one other corporate equality scoring report.
If you are aware of other studies and reports please contact us with a URL to the site so that we may include it within this article and other resource guides on the OutBüro site.
The Rainbow Tick is a New Zealand national accreditation program for organizations that are committed to safe and inclusive practice, and service delivery for Lesbian, Gay, Bisexual, Transgender, and Intersex (LGBTI) people. Organizations wishing to receive a Rainbow Tick are required to undergo accreditation against the Rainbow Tick Standards, owned and developed by Rainbow Health Victoria (formerly GLHV).
Stonewall UK Workplace Equality Index
Participating employers demonstrate their work in 10 areas of employment policy and practice. Staff from across the organization also complete an anonymous survey about their experiences of diversity and inclusion at work.
Organizations then receive their scores, enabling them to understand what’s going well and where they need to focus their efforts, as well as see how they’ve performed in comparison with their sector and region. The 100 best-performing organizations are celebrated publicly.
Stonewall Diversity Champions benefit from in-depth, tailored feedback on their submission.
Free & Equal – United Nations
Violence and discrimination against lesbian, gay, bi, trans and intersex (LGBTI) people cannot be ended by governments alone. Businesses can foster diversity and promote a culture of respect and equality both in the workplace and in the communities where they and their business partners operate.
The United Nations is calling on companies all over the world – big and small, local and multinational – to help move the dial in the direction of greater equality for LGBTI people.
We know from experience that every time discrimination is diminished, everyone benefits.
It’s your life, your sexuality, your gender identity, and your career. Only you can make the choice on how out to be on your resume/CV in your new career job search and in the workplace. It’s your choice.
The main focus of OutBüro is to be a growing resource for candidates to use the site to research LGBTQ inclusive and friendly potential employers. As an employer, effectively managing your organization’s presence on OutBüro can help you put your best foot forward with these candidates and while still supporting other corporate equality signals such as HRC Corporate Equality Index if your organization happens to be a US Fortune 1000 company.
OutBüro is different in that is allows any employer, be it non-profits, educational institutions, small or medium-size businesses and government entities of all levels to participate. Further OutBüro is not geographically limited to the United State thus any employer anywhere in the world may demonstrate their LGBT inclusiveness and socially prove it too by linking to both their own website with diversity and inclusion information as well as 3rd party sites. Those links may be to LGBT friendly policies and benefits touted on your organization’s website, videos or non-profit sites showing your company as a supporter to name a few. If no links are available, there’s a specific area to describe your LGBT community involvement.
1. Showcase your
Employer branding is important for any company of any size. Many studies have demonstrated that companies that fully embrace LGBT equality creating a welcoming environment for both employees and customers reap improved productivity, employee satisfaction, customer loyalty and increased profits. Everyone wins. So, of course, your organization wants this. So get started today.
Are you and management concerned about what employees will post in their anonymous reviews/ratings? Well, current and recent past employees may add your organization for free and rate/review it even if you don’t participate. Having an authorize organization person(s) manage and interact with those reviews shows you care and want to improve. Not being part of the platform and conversation says you are unaware or just don’t care. That’s not true, is it? If reading this you are no longer unaware. Right? So get started today.
Claim or add your employer listing
After the quick and easy free account registration search OutBüro to see if your organization is already listed by a current or recent past employee or other parties.
Afterward, you may either claim the existing listing or add the organization for free with limited features or for a small fee add the company with full features and control of the company content. The full-featured listing allows you to indicate the LGBTQ inclusive benefits and policies you provide no matter your company size. For companies already on the HRC Corporate Equality Index (CEI) this is another opportunity for you to demonstrate your diverse, inclusive and welcoming work environment. For companies out of HRC’s scope, this is your opportunity to publicly show your support for your LGBTQ employees no matter your company size or location worldwide.
Full company listings provide the ability for a robust company description, photos, videos, social media links, and opportunity to showcase your LGBTQ inclusive policies, your employees and more.
2. Make your LGBTQ employees aware
Get the accolades you deserve for making your company an awesome place to work. After your company listing is claimed or added, invite all your employees to come to OutBüro and rate your company from their unique LGBTQ perspective. Do not however incentivize them such as providing a reward for leaving a positive review. That’s a big NO-NO.
This will demonstrate that your organization is open to feedback. Sure, you might like it to remain in-house. But, review site similar to OutBüro who also house your job postings. OutBüro is not trying to replicate the job board arena as that is chock full of options. On your Employer listing you indicate the job board, be it your own, or a 3rd party you’d like the LGBTQ job seeking candidates to navigate to.
This will be a great insight for future potential candidates and entice them to apply for your jobs. You are free to be creative and leverage postings on our site. Or contact us for employee marketing collateral about OutBüro.
3. Employer review monitoring and interaction
OutBüro is the go-to and only site for employer reviews by LGBTQ employees. Launched in mid-2018 the site is growing. As members discover and read reviews at the start of their job search prior to speaking with a company recruiter or hiring manager you have the opportunity to influence their decision to work for your company knowing it is a welcoming and safe place that promotes diversity and inclusion.
The site is self-governing meaning inappropriate postings may be flagged for review. Other site members may up and down vote reviews indicating if they were helpful or not. We also have company review guidelines and community standards.
Over time OutBüro LGBTQ employee ratings will stand testament to what an amazing employer you are having your LGBTQ friendly workplace policies, benefits and practices indicated and socially proven,
Make it a point to monitor and respond to reviews and feedback on reviews as they are posted. Thank people for their time spent submitting a review, whether it is positive or negative overall, and address any complaints mentioned. While some complaints may be valid opportunities for improvement, others may be a matter of culture fit—so do your best to be transparent. Most job seekers find the employer’s perspective useful when learning about a company, and the majority say their perception of a company improves after seeing the company respond to a review.
When an LGBTQ candidate researches employer reviews/ratings and finds your company present, active and with great reviews from current and recent past employees they will be thrilled to submit their resume for your open jobs. You will receive a higher quality candidate than those who didn’t do their homework and “spray and pray.”
4. Join LinkedIn’s largest LGBTQ professional networking group
With an 11 year history, OutBüro founder Dennis Velco has built LinkedIn’s largest LGBTQ professional networking group with currently over 46,000 global members. It’s a valuable resource to cultivate relationships with candidates and post your LGBTQ focused content furthering your employer brand as LGBTQ inclusive and welcoming.
5. Post your own LGBT focused company and employee content
Increase your employer brand awareness with LGBTQ professionals. With an OutBüro Employer Listing subscription, the organization may post content directly to our blog as an author. We’d strongly recommend the content be LGBT professional life-related in some way. Perhaps it’s articles about what local, regional or national LGBT related events the organization has sponsored. Or maybe articles and videos featuring LGBT employees or customers. The article will list the authorized person/person as the author in an author bio box that will link all other past submissions posted.
If there have been negative reviews/ratings, an article might address what the organization is doing or has done to improve. It’s also a great way to feature what activities and such the organization’s LGBTQ employee resource group is doing on a monthly or quarterly basis. So many possibilities for your organization to be proactive. Some of this may be in the form of press releases. All submissions will be reviewed for approval before going live to ensure it’s appropriate for our audience and in line with the goals of OutBüro.
6. Submit LGBT related press releases
Add [email protected] to your press release distribution when the topic is LGBT related. Follow the standard format and provide images. OutBüro can review, edit as necessary and post it to the site distribute it via our social media channels and our LinkedIn LGBT professional group with currently over 46,000 global members.
OutBüro is a growing valuable tool for gay, lesbian, bisexual, transgender, queer professionals for networking and as passive or active job seekers. It is also a quite valuable tool for employers providing employer rating monitoring, supports workplace equality and provides the employer the opportunity to socially prove their LGBTQ inclusiveness for both employee and customers. Candidates use the site to determine where they are interested in working, and your presence there can be the difference between attracting top-tier candidates or losing them to a competitor.
June 18, 2019 (updated September 16, 2019) Published by Dennis Velco
simple way to describe OutBüro
mashup of Glassdoor.com and HRC’s Corporate Equality Index while
moves beyond the scope, depth and reach of the HRC’s Corporate
OutBüro relaunches to enhance LGBTQ employees ability to anonymously rate/review their current and recent past employer(s) at no cost to the employee. The ratings capture many factors both unique to their LGBTQ work-life experience and general employee satisfaction with an intuitive user interface and user guides to make it simple.
72% of LGBTQ employees report mental health issues due to work environment often caused by discrimination and harassment. Today, even in the United States in many states it is still legal to discriminate against LGBTQ workers. Companies and organizations that create an LGBTQ friendly work environment reap the financial benefits according to many studies.
OutBüro aims to be the open and employee reported source for insight into the LGBTQ friendliness of every employer everywhere. OutBüro is inclusive yet not limited to US Fortune 1000 companies. OutBüro is available to all employers, any type, any size, and anywhere in the world. In the US, most Americans work for small and mid-sized companies as well as government, non-profits, and educational institutions to name a few.
Not only does it indicate if an employer has the following LGBTQ friendly policies, benefits, resources and practices, but it enables the employer to provide links to employer’s and 3rd party sites to socially prove it:
Sexual orientation non-discrimination policy
Gender Identity non-discrimination policy
Domestic partner benefits
LGBTQ employee resource group
Requires same LGBTQ equality standard in contractors and vendors
LGBTQ inclusion competency training
Has same policies, benefits, resources and practices throughout the globe and subsidiaries
Publicly demonstrates support for LGBTQ quality Globally, Nationally and Locally
Appropriately leverages LGBTQ content in it’s marketing year round – not just Pride month
Manage Your Employer Reputation and Brand
Employers may claim their listing if previously added by a current or recent past employee with limited feature. Or an employer may add a new listing themselves to control the content representing their company/organization. It also allows the appointed contact to interact with the anonymous employee reviewers while not having the ability to alter what has been posted. Claim or add your Employer listing now.
October 10, 2018 (updated June 18, 2019) Published by Dennis Velco
In 2017, reversing prior Department of Justice policy, the Trump administration proclaimed employment discrimination protections do not extend to lesbian, gay, bisexual, transgender and queer (LGBTQ) individuals in the workplace. At the same time, several lawsuits alleging employment discrimination on the basis of sexual orientation are winding their way through the federal court system with mixed results based on this uncertainty. These legal disputes will continue to play out nationally as the current cases proceed as new cases are brought forth.
To examine this further, statistics from the U.S. Equal Employment Opportunity Commission provides insights into complaints related to gender identity and sexual orientation in recent years. It demonstrates how LGBTQ people are increasingly willing to step forward and make formal legal complaints, the increase in frequency they happen along with their success rate at winning their discrimination cases.
Taking a look first at geographical patterns of EEOC charges citing sexual orientation or gender identity the regional differences are easily apparent, with a heavy concentration in the Southern states. Georgia and Mississippi was near the top of the list, with roughly four charges per 100,000 residents each. Based on those states current policy records on LGBTQ issues it’s not surprising. These states lag far behind the rest of the country in terms of legal protections for gay. lesbian, bisexual, transgender, queer people.
What was a bit of a surprise is that Washington, D.C., had the most complaints related to gender identity and sexual orientation per capita, even though it has a long history of activism by LGBTQ community in the nation’s capital.
From 2014 to 2017, legal charges of discrimination on the basis of sexual orientation were significantly more common than allegations of gender identity discrimination. Thatis is not surprising and seems to reflect the relative size of the respective communities. While estimates of the transgender population vary, a greater number of people identify as gay, lesbian, or bisexual. In a small portion of cases (roughly 3%) complainants alleged both sexual orientation and gender identity discrimination together.
Cumulatively, LGBTQ-related discrimination complaints increased substantially between 2014 and 2015 and continued to rise between 2015 and 2016. In 2017, however, complaints declined slightly from 2016. That statistic provides an interesting counternarrative to research suggesting a surge in anti-LGBTQ sentiment among heterosexual people in 2017. But this decline could also be attributable to hesitation on the part of the LGBTQ community to file complaints with the EEOC, given the uncertainty of protections under the Trump administration and the media attention anti-LGBT action receives.
Equality: A Work in Progress
This study suggests hundreds of thousands of people encounter workplace discrimination each year on the basis of sexual orientation and gender identity. Although discrimination is clearly unacceptable in any professional setting, the volume of these charges may indicate LGBTQ empowerment. Rather than suffering in silence, LGBTQ employees are making use of a valuable legal resource to claim their rights for equality. Although discrimination remains an unfortunate part of America’s employment landscape, we should celebrate those with the courage to combat it.
One way to combat discrimination even if you as an employee don’t feel comfortable making is making it publically known by joining OutBüro for free, then adding the company to the directory and rating it anonymously. Your feedback will be helpful to the company and to countless future prospective LGBT job seekers considering working there. See this article for more information: Be a Superhero – Your Voice has the Power to Create Change
The research calls for employers to break the culture of silence that surrounds discrimination and harassment. Check out the below article for more information:
October 9, 2018 (updated June 18, 2019) Published by Dennis Velco
Gay, lesbian, bisexual, transgender, and queer employees still face workplace discrimination, harassment, and limitations on their career due to their sexuality. From this is common to experience mental distress caused by the employer and coworkers. The survey, conducted by YouGov and sponsored in part by Mercer, was published ahead of World Mental Health Day (October 10th) and shows LGBT people are disproportionately affected by mental health issues.
Nearly three-quarters of LGBT people have experienced mental health issues because of work according to the poll, commissioned by Business in the Community with HR firm Mercer, which found 72 percent of LGBT people have experienced various levels of mental distress as a result of work/work environment. that 20% of bisexual employees said they had hidden their identity (Creative Commons) Further the poll found that 26% of LGBT employees said they had hidden their identity at work in the last year because they were afraid of discrimination, it also found. For many, this causes them to remain in the closet and validated by the results show only 60 percent of LGBT employees feel comfortable being open about their sexual orientation at work, while 32 percent of managers have disguised that they are LGBT due to fear of discrimination. This is collaborated by a separate study by HRC showing that the majority of LGBT workers closeted on the job.
Check out these related studies that support some of the sources of the stress LGBT workers face:
This represented just a four percent drop from HRC’s 2008 Degrees of Equality report, which was created before Barack Obama’s presidency, before same-sex marriage was legalized across the US and before transgender rights became a prominent issue in the civil rights struggle.
53% said they had heard jokes about lesbian or gay people at every few months at work
20% queer employees reported to HRC that they had been told or had colleagues imply that they should dress in a more feminine or masculine manner.
Nearly 33% LGBT+ people said they had felt unhappy or depressed at work.
Black, Asian and minority ethnic LGBT employees are more than twice as likely as white employees to have experienced negativity from customers and clients (23 percent compared to 11 percent).
7% have been physically attacked by colleagues or customers in the last year, rising to 15 percent of Black, Asian and minority ethnic people, 20%of non-binary people
The research calls for employers to break the culture of silence that surrounds mental health and to invest in basic mental health literacy for all employees.
May 15, 2018 (updated August 15, 2019) Published by Dennis Velco
Women are somewhat more inclined to hire gay, lesbian, bisexual, transgender and queer job candidates when compared to equally-qualified heterosexual applicants, according to a study headed by the University of Sussex. However, the contrary is true when the recruiter is a male. All else being equal, male recruiters and hiring managers judge perceived heterosexual applicants as more desirable to hire.
One would assume that a recruiter and hiring manager with more experience would not demonstrate prejudice bias. Surprisingly, this prejudice was stronger among people who had considerable experience of assessing resumes/ CVs.
Female recruiters scored homosexual candidates an average of 5.21 and heterosexual candidates 4.8. Whereas males scored homosexual candidates 4.6 and heterosexual candidates 4.93.
The analysis in the Journal of Business and Psychology is the first to spot a favorable bias for gay and lesbian applicants in the hiring process. This manifests when only females are making the hiring decisions and are the make up the majority of the hiring process from initial resume scanning, through interviews and offers of employment. Since an all-female hiring panel is not common the LGBT job seeker remains at a huge disadvantage based on learned bias. Hiring panels made by groups of both women and men could result in less biased conclusions.
Dr. Ben Everly of Sussex’s School of Business, Management, and Economics, “These results reveal that prejudice against gay men and lesbians is considerably more nuanced than previous work indicates.”
Also, these outcomes can impact if and how gay men and lesbians reveal their homosexual identities on the job. This can make many feel the need to be in the closet at work.
Across two experiments, around 400 people were randomly shown one of four resumes/CVs: that of a lesbian, a gay male, a straight female or a straight male. The resumes presented where identical in all details, such as professional expertise. The only differences were if it indicated a male or female indicated through the name – Greg Johnson (man) or Jennifer Lewis (female) and secondly for each gender it listed belonging to a professional association. Those were the Los Angeles Gay Business Professionals (LGBT applicants) or Los Angeles Business Professionals (straight applicants). Note there was only one-word difference in those organizations – Gay. During post-experiment screening, some participants that wrongly identified that a candidate’s sexual orientation had been taken out of the research.
The analysis also found signs that women perceived the gay and lesbians applicants to be warm and competent, which these factors affected their hiring choices.
Males, however, considered heterosexual candidates as more capable, which influenced their hiring choices, but revealed no difference in perceived warmth between the four candidates.
The Journal of Business and Psychology (JBP) is an international outlet for publishing high-quality research designed to advance organizational science and practice. Since its inception in 1986, the journal has published impactful scholarship in Industrial/Organizational Psychology, Organizational Behavior, Human Resources Management, Work Psychology, Occupational Psychology, and Vocational Psychology.
May 15, 2018 (updated August 15, 2019) Published by Dennis Velco
A study recently published in the “Archives of Sexual Behaviour” conducted researchers at the University Surrey in the UK introduced voice samples and images with backgrounds removed of homosexual (gay, lesbian, bisexual, transgender and queer) alongside the heterosexual persons, to a panel of heterosexual men and women. Participants weren’t informed of the subjects sexual orientation but permitted to openly guess their sexual orientation purely on the voice and photo of their face. The premise of the study was the heterosexual participants were recruiters and hiring managers and was instructed to evaluate the employability of the candidates. The participants were asked to respond to 5 statements on a scale of 1-5 as well as to provide their view of the perceived monthly wages they believed would be fair for the candidate.
They found that when participants perceived subjects to be homosexual (LGBT) – real or not, the believed them to be inadequate as leaders.
For male study candidates, voice and speech rather than physical looks influenced heavily on if they have been deemed appropriate for the job. Researchers discovered that projecting a “heterosexual-sounding” instead of the “gay-sounding” voice generated the belief that the study candidate normally displays masculine traits, which subsequently improved their perceived suitability for the job and the justification for a higher wage and advancement. The study discovered that heterosexuals believed gay men ought to be paid less than their heterosexual counterparts.
Perceived lesbian applicants were correlated with a deficiency of femininity and deemed as gender non-conforming. They received significantly less favorable evaluation compared to heterosexual perceived counterparts.
Dr. Fabio Fasoli explained: “These results reveal that the mere sound of a voice is enough to trigger stereotyping denying gay-sounding along with lesbian-sounding speakers that the benefit which is deemed typical of the gender.”
This study is demonstrating that despite all of the work to reduce workplace discrimination against the perceived and real LGBT workers and professionals, heterosexual individuals subconsciously typecast a person before getting to know them and make decisions to discriminate against them. This study highlights the real struggles at work and their career prospects. Heterosexuals can say that they pay their staff based on their qualifications, however, the basis of the employee/s value is being directly influenced by learned prejudices and stereotypes perpetuating inequality and oppression.
In another study participants were requested to listen to only the voices of two distinct speakers of one neutral content sentence and then asked to assess the speakers’ probable character traits and individual interests (i.e. sports, arts, areas of study and career). The traits and interests were manipulated in order to uncover stereotyping regarded as “generally manly” (e.g., soccer) and “typically feminine” (e.g., dancing). Additionally, participants were asked which of those speakers they’d select as a friend. The study was done in two parts. The first studying males and the second females.
Researchers found that participants attributed womanly traits into the perceived gay males compared to perceived heterosexual male speakers. Perceived lesbian speakers were far much more likely to be associated with manly traits than with feminine traits.
When asked which of these speakers’ participants would select as an acquaintance/friend, researchers discovered that male participants were far more likely to steer clear of gay-sounding speakers. This indicates the subtle yet real effect of how purely the voice and speech patterns contributes to social exclusion of homosexual people both in the workplace and in general society.
Dr. Fasoli added: “This study demonstrates that unacceptable levels of discrimination, be they subconscious or conscious, still exists in our society, and we need to do more to tackle the discrimination faced by the LGBT community.”
More information: Fabio Fasoli et al, Gay- and Lesbian-Sounding Auditory Cues Elicit Stereotyping and Discrimination, Archives of Sexual Behavior (2017). DOI: 10.1007/s10508-017-0962-0
Journal reference: Archives of Sexual Behavior – Springer Science+Business Media – http://www.springer.com/public+health/journal/10508