Careers & Employability ServiceLGBTQI+ career guide

Welcome to this career guide for LGBTQI+ students and graduates.  

Here at the Careers & Employability Service we welcome and support our LGBTQI+ students, graduates and colleagues. We offer confidential, impartial, and inclusive appointments for students and graduates through every stage of career progression. We are proud to have achieved the LGBT Youth Scotland Gold Charter Mark as part of the Student Experience Directorate.

We hope this career guide will provide you with some useful hints and tips to help you with your transition from university into employment.

The resource was originally developed by Technological University Dublin, in Ireland. Our thanks to them for sharing and giving permission to adapt the content for Strathclyde students/graduates.

Our Careers Consultants have updated and adapted the content. It has been reviewed by students with lived experience and by the Access Equality and Inclusion team at Strathclyde. Our thanks to colleagues and students involved.

The vast majority of UK employers recruit based on merit – regardless of: 

  • Gender
  • Sexuality
  • Age
  • Ethnicity
  • Class
  • Disability
  • Or any other identity

This is because they recognise the business advantage of creating a work environment that draws people from different backgrounds.

Even so, some employers struggle to embrace the challenges that are involved in recruiting a diverse workforce. Evidence suggests that trans people in particular may face more discrimination than other groups. It may not be blatant discrimination, but purely a lack of knowledge around the issues facing trans people.  Legislation has made it illegal for employers to discriminate against gender reassignment in the workplace. 

  • You can find some LGBTQI+ inclusive job boards on our Inclusive Employers and Opportunities Webpage
  • Use Windō to look at what sustainability, equality and diversity changes and goals a company you are considering is working towards, as well as what they have achieved 

Generally, you will find that larger public sector organisations and private sector companies with well developed human resources (HR) departments have made the greatest effort to include specific reference to the rights of trans individuals in their policies of fair practice.

Where you search for jobs may be limited by needing to be in a place where you can access healthcare and find community with other LGBTQI+ people. If you identify as transgender, you may prefer to apply to positions that allow you to work remotely while you transition.  Whatever your unique situation is, you have to do what is right for you.  

Research the Company’s Attitude Toward LGBTQI+ Employees Ahead of Time

Before you start applying:

  • If you find an opportunity via a jobs board (eg S1 Jobs) or LinkedIn go to the website for the organisation you are considering applying to as it will have more information about the company. Look for information about its values and approach to equality, diversity and inclusion, particularly if it is a large/global organisation
  • Take the time to research the field and organisations you’re considering
  • Review organisations’ websites, publications, and social media, as well as any articles thoroughly
  • Pay keen attention to initiatives focused on diversity, including any value statements, non-discrimination clauses, sponsorships of programs and events, and general diversity initiatives
  • Check if the company takes part in Pride activities every year
  • Look out for Scottish companies that are a member of the LGBT Youth Scotland Charter or are a Stonewall Diversity Champion
    See if they have non-discrimination clauses on their websites
  • Don’t just review the usual pages on their website. Dig deep by clicking on every link you can find. 
    Make note of any programs and events you see that seem LGBTQI+ friendly
Build and Tap Into Your Network

Building a network, and leveraging it, is particularly important for LGBTQI+ people. However we understand that this can be quite daunting. If you would like support to get started consider booking a guidance appointment with one of our Careers Consultants who offer confidential, impartial, and inclusive guidance.

  • Find someone with the same protected characteristics in your field of interest to speak with 
  • Start with your network of LGBTQI+ professionals and ask around to find someone in your field
  • Consider: “Who do I know who’s out at work? Who’s doing the things I care about? Who could I ask about how they navigate those systems?”  
  • Use LinkedIn groups to connect with people in the industry that you are interested in working in – participating in discussions also allows you to build knowledge of the industry. Learn more about using LinkedIn
  • Have those conversations with professionals in the workforce, first, so you can get answers and, second, so you can start networking, meeting people, and getting yourself out there
  • Carry out strategic networking which allows you to become familiar with LGBTQI+-affirming employers— this allows them to get to know you so that the next time a role opens up, you’re top of their mind
  • Reach out to your local LGBTQI+ serving organisations to find out about networking events

Networking is a great way to meet people working in the sectors you are most interested in. You can get great advice about what it is like to work in a sector or organisation and who are the best people to contact when looking for a job.

TIP: watch this video about informational interviews

Use Your Application to Test the Waters

You get to choose what you want to disclose in your written materials. There’s no expectation that you disclose your protected characteristics in an application, though you may want to. 

Disclosing also means that if they call you for interview after reading your materials, there’s a good chance they’re LGBTI+ affirming.  

If you're not called for interview, it may simply be that other candidates had more experience—not because of your disclosure. 

Summary of tips for spotting LGBTQI+ positive companies
  • See if they have an equal opportunities policy; look for policies that relate specifically to the recruitment of LGBTQI+ people
  • Look at the terminology employees have used in their policies. The use of 'gender reassignment', 'sexual orientation' or 'protected characteristics' would suggest that they have recognised the importance of this and researched good practice
  • See if they have a specific policy on transitioning within the workplace
  • Look for any other policies that would protect a LGBTQI+ employee. Those of particular interest may relate to confidentiality, harassment, allocation of resources (such as office space and equipment), access to development (such as training, secondment, internal job vacancies and promotions), pensions and insurance
  • See if they have a dedicated 'equality and diversity' or even a 'sexual harassment' officer. This would suggest that they take issues relating to LGBTQI+ people seriously
  • Look for pronouns in company biographies online or in email signatures 
  • See if they have equality networks, such as an LGBTQI+ and/or Trans network, for staff to join

Applying for jobs can be stressful at the best of times, whether you wish to disclose or not is completely your choice.  If you do wish to disclose you may choose to do it at application / interview stage / when you have been offered the post or after you start your employment.

  • Disclosure is a personal decision for you to make
  • Your unique experience has allowed you to develop valuable skills, which you can use to your advantage
  • Disclosure involves taking risks and displaying leadership
  • You’re not legally required to disclose your circumstances to an employer, unless there’s a ‘genuine occupational requirement’ (GOR) related to the job. Learn more about circumstances when being treated differently due to sexual orientation is lawful
  • It’s good to weigh up the pros and cons of disclosure to your employer/potential employer. Your individual circumstances will influence these greatly
  • It is normal to feel some level of apprehension around disclosing your gender identity or sexuality at work, especially if you have had bad experiences before – that doesn’t mean that it is unsafe, it is important to research the employer and build a full picture 
Considering Disclosing

You may need to consider your personal experiences to date and how comfortable you feel with yourself as this may impact on your decision whether or not to disclose.

Whether you disclose at the application, interview stage or at all, keep in mind the following:

  • Research the organisation’s commitment to recruiting a diverse workforce. Even if they’ve stated a commitment to diversity they may still need some educating on your personal situation and the impact, if any, that it may have on your work
  • If you wish to, you can talk about how your experiences have had a positive impact on your life and your potential as an employee in interviews
  • If you are a trans person and are in the process of transitioning you will need to be ready to work with the employer to assist your smooth integration into the workforce. Co-operative approaches to disclosing to colleagues within the organisation work well. This may be particularly appropriate if you are transitioning within a workplace you are already employed in
  • Know the relevant legislation and be ready to remind the employer of their obligations to you if needed. They may even welcome the insight you are able to provide on accommodating you into the workforce.

Disclosure is a personal decision for you to make.

Disclosing at application stage

If you have experience working in the LGBTQI+ community, you may choose to include this on your CV. Maybe you volunteered for an LGBTQI+ organisation at college or at events, perhaps you wrote some LGBTQI+ themed articles for a website. This is a chance to show that this experience enhanced your skill set. Maybe you learned a significant amount about managing people, organising events or contributing to the LGBTQI+ community.

In addition, there are many skills you have developed and qualities you have shown particular to your own experiences.  You may have faced some big hurdles in your life that you could use as examples of your strengths and your capabilities. Positive selling points you could use to market yourself as a strong, adaptable individual may include:

  • an ability to overcome obstacles
  • an ability to persevere against adversity
  • highly developed communication and negotiation skills
  • the confidence to make difficult decisions
  • self-organisation skills
  • an innovative and constructive approach to problem solving
  • leadership skills
  • ability to influence people and build relationships

If you’re targeting graduate employers, you may find that many of your personal experiences provide you with rich examples of the competencies they require. But remember that it’s not necessary to disclose any of your history if you do not want to.

TIP: If you have experience with organisations that would disclose your identity through being associated with them, it is okay to alter their names. Examples of this might include: 

  • Changing participation in an LGBTQI+ Society to participation in a student society 
  • Removing the gender from a school name if it no longer matches with your expression – e.g. changing St Mary’s School for Girls to St Mary’s School 
Consider your online presence

It’s not uncommon for employers to look you up on LinkedIn, Facebook, and other social media platforms, as well as any other websites you might appear on. 

So if you haven’t already, review your accounts and bios to ensure consistency both in how your name is displayed and in how you present yourself. This step is particularly important if, for any number of reasons, you don’t want to be out during your job search.

TIP: Review the privacy settings on all your social media accounts—including old, unused ones—to control what content is visible to potential employers. Pop your name into a search engine (or several search engines) and see what comes up. (Adapted from Target Jobs)

At the Interview

Interviews can be particularly stressful for people with protected characteristics. Rejection or being overlooked can feel especially difficult because it's hard to know whether bias played a role. There's also the added concern about how you'll be perceived and whether you'll be accepted for who you are.

To help alleviate self-doubt, prepare for your interview. The Careers and Employability Service website has lots of advice and resource to help you prepare for Interviews. 

If you prefer to speak to someone, the Careers & Employability Service is a friendly and supportive environment and our professionally qualified Careers Consultants offer confidential, impartial, and inclusive appointments. 

You already bring a lot to the table—it’s simply a matter of keeping it top of mind and making the connection for employers.

No matter how confident you are, the unfortunate reality is that you may be mis-gendered or otherwise mistreated during an interview. But you can advocate for yourself in a professional way.

Be positive in what you say and how you act.

If mistakes are used with respects to correct use of your pronouns, kindly correct them. You can try to reduce in-the-moment stress by preparing a few phrases you can draw on to correct them and shift the conversation back to what you bring to the table. It can be as simple as saying, “Actually, I use she/her pronouns,” and then move on. Later, you can evaluate whether this seems like part of a broader pattern and is potentially a red flag.

TIP: Make sure you do not apologise for correcting someone who has misgendered you. If you need to cut across conversation, apologise for the interruption but not for the correction. Being referred to correctly is not something you need to apologise for. 

Don’t forget that there are several organisations to help, advise and support you:

Employers want to see positive, confident candidates who are excited about their organisation and the possibilities to develop skills and contribute to their business. Be positive in what you say and how you act. 

Don’t apologise for your sexuality or gender identity. An employer wants to see confidence and enthusiasm. And remember the law forbids discrimination on the grounds of sexual orientation, sex, and gender reassignment.

The content in this section has been adapted from content produced by University of Bath Careers, with their permission.

Recent Supreme Court rulings will have an impact on legal guidance in relation to trans people. We await statutory guidance from the Equality and Human Rights Commission and will regularly review this to make sure it reflects the updated legal context.

Right to work checks

In the UK, employers have to carry out 'right to work' checks where they confirm that a worker is legally able to work in the UK. For these checks, you will have to provide ID. If you're a British citizen, this will usually involve a check of your passport or birth certificate and national insurance number. If you're not a British citizen, it will involve a check of your visa status.

You don't need a Gender Recognition Certificate to update your passport's gender or name. You can do this with a letter from your doctor or medical consultant and evidence of your name change and usage. So, if your passport shows your new name and gender, an employer wouldn't know you were transgender as part of these checks. However, if you have not yet updated your passport or need to use your birth certificate for an ID check, then this would disclose your status to the employer.

You only need to provide these details when the employer needs them. Usually, this is at the point where you have been offered a job. At this point, if you have concerns, it is good to talk directly to HR or the recruiter about the checks. Generally, it will be HR dealing with these checks rather than your line manager. You can be explicit about who HR can tell about your trans status.

Job applications and your previous name

Revealing this will depend a great deal on the type of job you are applying for, how out you are and in which contexts, and whether your previous name is requested in an employment application.

If a job application requests your previous name, it is usually for a background check. Failure to reveal the information could be seen as a misrepresentation or, to be more exact, a material omission. In Scotland, the background check process takes place with Disclosure Scotland. They have published information for trans and non-binary applicants.

Another solution is to submit your application with your new name and then contact the HR department separately to explain the fact of transition. You can request that this information remain confidential with the HR department as a matter of privacy.

A potential employer is likely to ask for references. In this situation, contact your referee and explain that the employer will use your new name.

Telling people about your sexual orientation or gender identity is often called ‘coming out’. 

It is something you may find yourself doing many times throughout your life. There is no 'right' way to come out and the experiences around it will be unique to you.

Find out more and access advice and support via Stonewall's Coming Out Hub.

Things to consider

  • If there is someone in your workplace that you trust, such as a close work partner or friend, you may wish to tell them so you have an ally.
  • Consult the Equality & Diversity policies of your organisation for advice and support that is specific to your workplace.
Ongoing Support

How you decide to come out, is ultimately up to you. Whatever you decide, it is important to know your rights and find allies who can support you.

  • Ask if your organisation has an LGBTQI+ Employee Resource Group or perhaps consider starting one with fellow LGBTQI+ colleagues.
  • At Strathclyde we have StrathPride, the LGBTQI+ Staff & PGR Network  which is open to LGBTQI+ staff and postgraduate researchers, and our allies. LGBTQI+ includes lesbian, gay, bisexual, trans, non-binary, queer, questioning, intersex, and asexual people. Allies are very welcome in the Network, however please note that some meetings or events may be held exclusively for LGBTQI+ members.

Telling people about your sexual orientation or gender identity is often called ‘coming out’. 

It is something you may find yourself doing many times throughout your life. There is no 'right' way to come out and the challenges you experience will be unique to you.

Find out more and access advice and support via Stonewall's Coming Out Hub.

Things to consider

  • If there is someone in your workplace that you trust, such as a close work partner or friend, you may wish to tell them so you have an ally.
  • Consult the Equality & Diversity policies of your organisation for advice and support that is specific to your workplace.

Telling your colleagues

  • If you decide to tell your colleagues you may choose to speak to them individually, or as a team.
  • You might prefer to tell your colleagues in person, or via email.
  • Timing might be important to you, particularly if you are transitioning. For example you may prefer to tell colleagues once you are comfortable expressing your gender identity at work.
  • After telling them your colleagues may be curious about your transition. If you do not wish to answer questions yourself, you may wish to ask an HR representative to answer questions on your behalf.
  • It is important to work with your supervisors and HR representatives to outline what is and is not acceptable behaviour, and how to handle negative reactions to your transition.
If you are a trans person

Transitioning in the workplace can be a big step in living openly as your full, authentic self. It can offer many benefits such as freedom to express your gender, support from your colleagues and increased confidence. 

  • You may find it helpful to speak to your organisation’s management or human resources representatives in order to create an action plan for transitioning at your workplace.
  • You may wish to discuss updating personal information such as your name, pronouns or employee photograph in internal systems.
  • If you plan to make a formal announcement of your transition, relevant information such as your email address and company photos should be ready in advance with your proper gender identity and expression.
  • If you plan to change your gender expression as part of your transition, you can discuss a timeline for when you plan to make this change.
  • If you plan to access gender-affirming healthcare, it is important to discuss time off for visits to medical providers.
  • If your organisation has an insurance policy, you can consult it for information on transition-related care.  
  • Consider talking to your supervisors about the possibility of temporarily working from home so that you may be comfortable while transitioning.

TIP: Your manager can play a key support role such as being alongside you in meetings or forwarding an email from you about your transition. The support of your manager may signal to your organisation that you are accepted and welcome as yourself.

One common issue many transgender people experience is mis-gendering. Your colleagues may, from time to time, mistakenly use the wrong name or pronouns. Although this is often accidental, repeated instances of mis-gendering can escalate into a serious issue. 

It is inappropriate:

  • For supervisors or colleagues to ask a transgender employee their name assigned at birth.
  • To ask any employee, whether or not they are transgender, about medical details.
  • To assign transgender-related advocacy work that you would not assign a non-transgender person in the same role. 

TIP: You may wish to ask your supervisors or HR personnel for a plan - either disciplinary or educational - to deal with these situations. Once you have transitioned, there is no need to use anything but your chosen name and pronouns with your colleagues.

Ongoing Support

How you decide to come out, or transition, is ultimately up to you. You may wish to make some changes immediately, while making others more gradually. Whatever you decide, it is important to know your rights and find allies who can support you.

  • Ask if your organisation has an LGBTQI+ Employee Resource Group, or perhaps consider starting one with fellow LGBTQI+ colleagues.
  • At Strathclyde we have StrathPride, the LGBTQI+ Staff & PGR Network  which is open to LGBTQI+ staff and postgraduate researchers, and our allies. LGBTQI+ includes lesbian, gay, bisexual, trans, non-binary, queer, questioning, intersex, and asexual people. Allies are very welcome in the Network, however please note that some meetings or events may be held exclusively for LGBTQI+ members.

A person is discriminated against if they are treated less favourably than another on account of their sexual orientation or gender identity. The Equality Act 2010 define two types of discrimination: 

Direct discrimination, is when you are treated worse than another person or other people because:

  • you have a protected characteristic
  • someone thinks you have that protected characteristic (known as discrimination by perception)
  • you are connected to someone with that protected characteristic (known as discrimination by association)

Indirect discrimination happens when there is a policy that applies in the same way for everybody but disadvantages a group of people who share a protected characteristic, and you are disadvantaged as part of this group. 

If you think you are being discriminated against or harassed because of your sexual orientation or gender identity, either directly or indirectly, it is important to consider the following: 

  • Become familiar with the grievance and equality procedures in your workplace so you are knowledgeable about how to lodge a complaint.
  • Keep a record or diary of any events relating to the discrimination.
  • If you are a member of a trade union, contact your union rep and request a meeting with them to raise the issue and seek advice.
  • You can raise the issue directly with the person who may have discriminated against you, either verbally or in writing, as per your employer’s grievance and equality procedures.
  • If appropriate, contact your line manager to raise the issue. Depending on the nature of the discrimination and the response of those concerned, you may wish to take legal action.

The Equality & Human Rights Commission Tribunal (EHRC) is Britain’s independent equality and human rights regulator. The EHRC enforces the Equality Act 2010, which makes it unlawful to discriminate against or harass individuals based on the nine protected characteristics.

The EHRC provides guidance on equality and human rights. It also provides information, assistance and support (but not legal advice or representation) to individuals across England, Scotland and Wales about discrimination and human rights issues and the law.

  • The  Gender Recognition Act 2004 sets out the current process for gender recognition, which applies across the UK. 
  • The Equality Act 2010 makes it generally unlawful to discriminate against people who have a “protected characteristic”, as defined under the Act. These protected characteristics include both “sex” and “gender reassignment”. The protected characteristic of gender reassignment is not restricted to those with a Gender Recognition Certificate or who have undergone any specific treatment or surgery. 

Scottish Trans is the Equality Network project to improve gender identity and gender reassignment equality, rights and inclusion in Scotland.

We work to improve gender identity and gender reassignment equality, rights and inclusion in Scotland. We are inclusive of non-binary people.

The Equality Network is a leading Scottish lesbian, gay, bisexual, transgender and intersex (LGBTI) equality and human rights charity.

Strathclyde resources and support
External resources and support

Dealing with Isolation and the Emotional Impact of being Out at Work 

As much as coming out at work can be a weight off your shoulders, it can also bring a level of isolation depending on how coworkers, and your workplace, react. 

Research shows that work stress and isolation can cause significant issues to mental health and wellbeing, so it is important to understand how certain topics of conversation and implications may affect you.  Anything can affect you, and it is important to remember that it is normal to feel that some conversations are harder work when accommodating your gender or sexuality. When dealing with this emotional impact, it is important to give yourself grace and kindness.  

If you are continually struggling with your work due to the extra effort of your emotions, talk to your manager or the HR department to create a strategy to help you in dealing with these impacts. Check your workplace benefits for support such as a helpline for stress which can help to create a place where you are able to process what is causing these emotions.  

Other than this, having a close ally in the workplace who you feel able to talk openly to about any issues you are having can create a sense of camaraderie and help to limit isolation, making emotions feel more manageable.  

The University Wellbeing Service provides current students with lots of resources and support to help with feelings of isolation and stress.

  • Spectrum.Life offers 24/7 counselling support to current students providing in the moment, telephone and online support
  • If you are a graduate this web page provides a comprehensive list of external sources of support

(This section has been written by a Strathclyde student with lived experience of being Out in the workplace)

Support at Strathclyde
External resources and support