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See if they’ve been recognized by equity awards or indexes, such as  Canada's Best Diversity Employers, which recognizes employers that are putting in the work to make diversity, equity and inclusion a high priority in their organization. For American companies, you can see if they’ve been included in the Human Rights Campaign’s Corporate Equality Index.
Consider reaching out to current or former employees from 2SLGBTQIA+ networks for insights.
Ask questions during the interview.
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Applying |
Can I use my chosen name on my application documents?
It’s your choice what name to include on your résumé or cover letter. You can use your legal name, a preferred one or both (e.g., James “Jazz” Smith). Consider the organization’s culture and how you wish to present yourself throughout the job process, from applications to interviews and offers of employment. Most importantly, you’ll want to be consistent. If using multiple names, you may want to send an email notifying HR of the discrepancy if they offer you the job. You may be asked for legal documentation or letters of reference using multiple names. Learn more about updating your chosen name for university communications or official records on the university’s webpage on Personal Information here.
Should I disclose my pronouns during the application process?
Deciding whether to disclose your preferred pronouns during the application process is a personal choice and depends on your comfort level. If you choose to disclose, you can decide at which stage you feel most appropriate to you: on your application documents, when you’re offered the interview, during the interview, at the offer stage or after you’ve started work.  In an interview, you could include your pronouns in your self-introduction, which is increasingly becoming a common practice across many industries. Here are some considerations for deciding if or when to disclose your pronouns:
Benefits | Considerations |
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Helps find the right fit: The organization’s reaction to your disclosure can help uncover important information about their values, attitudes and company culture. This may make it easier for you to filter out employers that don't offer a safe and supportive environment. | May activate bias & discrimination: Even if employers don't intend to discriminate, unconscious bias may affect their perception of your application. In some cases, revealing your pronouns may lead to overt discrimination or microaggressions from employers who have prejudiced views. If you believe you are facing discrimination or harassment, please see the section on |
Could reduce misgendering: Could help avoid a situation where the employer misgenders you during the application or interview process. | May be too soon: Sharing your pronouns reveals personal information about your gender identity, which you might prefer to keep private until you're more familiar with the company's culture and values. |
Allows for accommodations: Disclosing before the interview allows you to make any accommodation requests (e.g. access to all-gender washrooms) . | May lead to uncomfortable questions: Sharing your pronouns at the interview may open you up to uncomfortable questions in the moment as the employer has not yet had time to process the information. Questions about your identity that do not relate to your ability to perform the job are illegal. For guidance on how to respond to questions like this, please see the Interviewing section below. |
Should I include specific work experience with 2SLGBTQIA+ communities in my application documents?
When deciding what work experience to include in your résumé or cover letter, it is always important to consider if it is relevant to the role you’re applying for. When it comes to experience working with 2SLGBTQIA+ communities, there are some other considerations you may be mindful of.
Benefits | Considerations |
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Demonstrates a commitment to the principles of inclusivity and diversity: Showcasing your work with 2SLGBTQIA+ communities highlights your commitment to diversity and inclusion, which many employers highly value and may ask about during the interview. | Potential Bias or Discrimination: Unfortunately, some employers or hiring managers might hold biases or prejudices, consciously or unconsciously. Mentioning specific work with 2SLGBTQIA+ communities could result in discriminatory attitudes. If you believe you face discrimination or harassment, please see below for more information on your rights. |
Relevant Skills and Experience: Many of the skills you developed through those experiences could be transferable to the job you’re applying to (e.g. project management or communication skills). Plus, if the job involves working with diverse populations or focuses on social justice, advocacy, or community work, your experience will be directly relevant and impressive. | Misalignment with Company Culture: If the company or industry you're applying to is not known for its inclusivity, your experience might be perceived as irrelevant or controversial. If this is the case, you may want to consider whether you would want to work somewhere whose values don’t align with your own. |
Consider these additional strategies:
Tailor your résumé to each job application: Emphasize your 2SLGBTQIA+ community work to the extent that you wish to.
Highlight transferable skills: Emphasize the skills and accomplishments gained from your work with 2SLGBTQIA+ communities relevant to the job you're applying for.
Consider using neutral language: If you're concerned about potential bias, consider using more general terms like "community outreach" or "diversity initiatives" while still conveying the essence of your experience.
Research the employer: Look into the company’s stance on diversity and inclusion. If they have a strong track record in this area, your experience could be seen as a strong positive.
Include in a cover letter: If you prefer not to include specific details in your résumé, you can mention them in your cover letter, where you have more space to explain the relevance and impact of your work.
What should I do if I suspect that I’m facing discrimination during the application process?
Remember, you have rights as a potential candidate. Gender expression, gender identity, sex/gender and sexual orientation, are some of the protected grounds under the Canadian Human Rights Act and under every provincial and territorial human rights code in Canada. More information about safety and your rights is available in CareerHub.
If you believe you have experienced discrimination or harassment at any point in the job search process or while on the job, you can access support via the following resources:
On Campus Resources:
- Connect with the Equity Office, who can offer confidential services to help you understand your available resources both on and off campus and aid in navigating next steps.
- Connect with the Conflict Management & Human Rights Office who can provide information about pursuing informal or formal resolutions relating to Policy 33 - Ethical Behaviour.
- Connect with Sexual Violence Prevention & Response Office if the nature of your concern pertains to sexual violence or harassment.
Off Campus Resources:
- Visit the Ontario Human Rights Commission (OHRC) website to obtain the most up-to-date contact information for the OHRC, the Human Rights Legal Support Centre, and the Human Rights Tribunal of Ontario.
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Interviewing |
What are employers allowed to ask about?
Prospective employers and interviewers in Canada are not legally permitted to ask you about your sexuality or gender as a condition of employment. Interview questions must be directly relevant to your ability to perform the job’s functions. Gender expression, gender identity, sex/gender, and sexual orientation, are protected grounds under the Canadian Human Rights Act and under every provincial and territorial human rights code in Canada. Unless it’s specifically relevant to the job, employers are not allowed to ask questions about these protected grounds. For more information about unlawful interview questions, see the interview section of CareerHub.
What do I do if the employer asks me a question that makes me uncomfortable?
Allow yourself to pause: If you're asked a question that makes you uncomfortable, take a deep breath. Pausing for a moment to collect your thoughts is perfectly acceptable.
- Ask for clarification: If the question is unclear or you’re unsure why it’s being asked, you can politely ask for more context. This can help you better understand the rquestion’s relevance or the intention behind the question. For example: “I’m happy to discuss my qualifications for the position. Could you explain how this question pertains to the job?”
- Redirect the conversation: If the question is too personal or inappropriate, you can gently steer the conversation back to your skills and qualifications. For example, you could say, “I’m not sure how that relates to the role, but I’d love to talk more about my experience with [relevant topic]” or “I prefer not to discuss that, but I’m happy to talk more about how my experience aligns with this position.”
- Leave the interview: If you feel unsafe at any time, you can always choose to excuse yourself from the interview.
- Reflect on the question later: After the interview, take some time to think about why the question made you uncomfortable and whether it might indicate something about the company culture or the role. This can help you decide if you receive a job offer.
For more information on your rights and how to handle potentially illegal questions, check out the Interviewing section on CareerHub. You can also learn more about your rights in the workplace after you get hired here or Know Your Rights: A Guide for LGBTQ2+ Employees.
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If you’d like to book a mock interview to prepare, you can reach out to a career advisor for an appointment. |
What questions can I ask to determine if the workplace is 2SLGBTQIA+ friendly and supportive?
The interview can be a great opportunity to gauge whether a workplace is inclusive. Some sample questions include:
“What is your company doing to advance equity and diversity?”
“Does your company have any employee resource groups dedicated to equity, diversity and inclusion?”
“An inclusive environment is important to me. How do you promote inclusivity amongst your teams?”
CCD would like to thank the following stakeholders for sharing their expertise and lived experience during the content development phase: