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Benefits | Considerations |
|---|---|
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 that follows. |
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“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: Aster Penney.