7 steps to ensure being LGBTQ does not affect your job OutBuro professional community ratings reviews gay lesbian transgender queer bisexual

7 Steps to Ensure Being LGBTQ+ Does Not Affect Your Job

Over the past decade or two LGBTQ+ workplace inclusion has come a long way. In the United State, it is now illegal to discriminate against candidates and employees based on sexual orientation and gender identity. However, that does not immediately erase years of learned conscious and unconscious prejudices and biases. Discrimination still exists and can affect your job search and life at work. If you want to make sure that you are well-protected, you’ll need to take the four steps below.

If Seeking a Job

If you are looking for a new career opportunity be sure to check out these resources:

Know the Employer’s Policies & Benefits

Be sure to review the employer policies related to gay, lesbian, bisexual, transgender, and queer employees. If seeking a new job, sometimes this information can be found on their careers portal. If they are a fortune 1000 level company they may be listed on the HRC Corporate Equality Index. Employers of any size may have their policy, benefits, and other information on the OutBüro (https://outburo.com) platform. If you currently are working, your employer should have all policies and benefits information available to you on their internal human resources portal or at minimal on paper for review. If they are not yet on OutBüro, you may add the employer listing for free with limited features and provide a rating/review. Introduce the site to the HR Director or the person in charge of diversity and inclusion.

You should review the following and have them stored digitally or on hand for future reference:

  • Domestic Partner Benefits
  • Anti-Discrimination Policy that specifically states sexual orientation and gender identity
  • See if any of their health plans cover transgender healthcare
  • Do they have employee resource groups and is one for LGBTQ+ employees. If so, join it. If not, consider starting it.
  • Have they done any LGBTQ+ inclusive talent recruiting
  • Have they done any LGBTQ+ inclusive customer marketing
  • Be aware of all policies including disciplinary policies and procedures, sexual harassment, and others.

Know Your Contract

So often, people don’t read contracts. Be sure to read your employment or consulting contract if any. Also, be aware of the employment laws of your state or country. In the US, some states like Florida are “employment at will” which means an employer may let an employee go at any time for no reason at all. Take a look at the various rules and procedures of your company, including why you can be fired and/or disciplined. It’s also important to know your company’s policies for dealing with problems and what steps have to be taken before dismissal. Your goal should be to know exactly how you should be treated according to the law and your contract before you start working. Armed with this knowledge, you’ll be much more confident in reporting problems and taking steps to keep your job secure.

Build a Rapport with Human Resources

Building a professional and casual relationship with persons in the human resources department is a great idea. Have an established rapport with these individuals gives you someone to talk to if things go wrong and gives you the opportunity to share any concerns you might have. If an incident happens that you feel discriminated against or feel harassed it is a lot easier to report problems when you already established a friendly relationship with HR staff.

Document

Document everything on your own personal device. You likely have a smartphone, use the camera to take pictures or video, voice notation app, and notes app. Who, when, what, where are the key. Be as detailed as possible.

Your Voice has the Power to Create Change

Work with a Compensation or Employement Lawyer

While you don’t necessarily need to keep a lawyer on retainer all the time, it’s a good idea to speak to an attorney any time you feel like your job might be in danger. They can tell you if there’s a chance that something wrong is being done and will let you know what moves to make next. Sometimes it’s just helpful to get a neutral third-party view of what’s happening at your office and how you should reasonably react. If your city, state, or country has an LGBTQ Bar Association, contact them for a referral. In the US and Canada, there is a service called LegalShield where you pay a relatively low monthly subscription fee and gain access to lawyers of all types. In addition to employment lawyers, they can review rental agreements, create wills, living trusts, and much more. So if you think you might desire lawyers pretty much on call, that might be worth considering. This is not sponsored or an endorsement, but if you’d like to explore it, I know a couple of people who are LGBTQ+ I can get you in touch with to learn more.

Speak Up

Finally, it’s up to you to speak up when something goes wrong. If you feel like you are being discriminated against, you need to talk to someone in HR. Make sure that you are clear about your feelings and why the issue at hand is important. If you don’t speak up, things will get swept under the rug and your performance will deteriorate. Then you run the risk of being let go for that. Even if you’ve never spoken to HR before, you absolutely must speak up to protect your rights and to keep your workplace comfortable for you and others. During your conversation with HR, ask what the next steps are. Stay in contact with HR. If the situation continues or worsens

Unfortunately, it will generally be up to you to ensure the safety of your job and income. Talk to HR and lawyers, know your rights, and speak up for yourself and the safety of others. Discrimination has no place in the workplace, and you deserve the protections afforded to you by the law.

A Few Current Job Opening as of June 6, 2021 on the OutBüro Career Center


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Are you an LGBTQ+ jobseeker? OutBüro is the professional platform for gay, lesbian, bisexual, transgender, intersex, asexual, queer, and great allies. Unsure of when to begin a new job search? With OutBüro, you can start looking for your next job opportunity today. In a normal job market it can take up to six months to find an acceptable position, and the interviewing process can push out your start date even further. However, if job postings are unusually plentiful and competition is low, the chances of finding a job quickly improves. One of the best ways to ease job search anxiety is to set up Job Alerts on OutBüro. Use keywords and filters to start sending perfect opportunities right to your inbox!

13 resume cv tips for the lgbtq job seeker search hunting lgbt gay lesbian bisexual transgender queer asexual intersex professional networking outbruro 1

13 Resume/CV Tips for the LGBTQ Job Seeker

You need a killer competition-crushing resume/CV to help you get that interview for whatever reason. It may be your first job out of school, just needing a career change, desiring to advance your career at your current employer, or wanting to make the big jump to a new employer. Wanting a change is good. Even if you aren’t really looking for a new job right now, you should update your resume at least once a year. We’ve written a few other articles already on this topic so where possible I’ll be brief here and link over to those more in-depth articles.

Be sure to also join the Out:Careers group here on OutBüro where all things career development is discussed, networking, sharing and engaging. Jump in there and ask questions. Post great stuff you find around the internet. Most importantly on OutBüro network with others. Friend/Connect, join several group and really start to engage. Be proactive. 80% of all jobs are filled through networks. Your activity, connections, and thoughtful engagement will make others notice you. Looking to apply at a particular company. You may find employees of that company right here and/or in our OutBüro on LinkedIn group.

OK, now to the meat of it.

Never Created a Resume or Haven’t Updated Mine in a Long Time

Ok. There may be a bit of work ahead of you, but hopefully, after reading over this and our other guides the feeling of panic and dread will be diminished and just viewed as a task to get accomplished.

Tip 1 – Add it to Your Calendar

As mentioned above until you retire your resume should be visited and likely updated at a minimum once a year. So, literally, right now pause reading this and open up your calendar of choice. 12 months from now, schedule at least one day devoted to updating your resume/CV.

Tip 2 – The No Stress Approach

Before starting to worry about resume design, layout, colors, and all that jazz, just start with a notepad, electronic notes on your phone or tablet, or even sticky notes to begin jotting important key information down that will allow you to organize your thoughts without the confines of that other stuff. Then when ready, all will be right in front of you and you’ll churn that fresh resume/CV out in no time at all.

Try this, I solve so many problems, have really super focused memory, and come up with innovative thoughts and solutions when I get away from my laptop and keyboard. I take long walks – usually an hour and a half a day. I do mindful meditation. But, it’s not just me sitting with my legs crossed with fingers in a certain posture while chanting some ancient hymn. I use both the walking and mindful meditation time interchangeably to go inside myself and think. To explore as many options as possible. To allow my thoughts full freedom. I always have my phone with a notes app handy and/or post-it notes or notepads handy. When great ideas strike me I pause and jot it down. Because in this state of thought freedom, 15-30 mintues later, unless I really lingered on the thought in depth, it will be gone. I won’t remember. Jotting it down allows me to know I captured the thought to revisit it without fear of lossing it. I then can, delve further into it or let it now go and move on to something else returning to it once I’m back at my desk or another day.

This is great for everything you do. TRY IT. Where your resume/CV is concerned if updating it after some time, it may be hard to follow the below advice with the pressure of the computer screen and keyboard taunting you. The restrictions of the interface, the pressure to get that resume done so you can find a new job all can stifle your creative conscience and unconscious that you’ll need to see your past career and goals in an abstract connected pattern. Using my approach will allow you to be focused yet free to ponder, associate, and be creative to when ready create the best resume/CV you can that will amaze recruiters and burn up that resume sifting AI engine.

Tip 3 – Keep it Fresh

When creating your resume/CV or updating it, you want to consider style trends looking for things like fonts, font sizes, hot industry skills popping up on job descriptions, be aware of AI (artificial intelligence) and its impact on choosing your resume for more attention by a human. We’ll have an article about this soon and when that is complete this will be updated with a link. But right now you can search the internet for articles on AI and Resume tips, biases, and more to be in the know.

Consider having your resume reviewed by a professional. I would highly recommend you do your best job on your own first. There are tons of resume templates available for free on the internet if you search “free resume template”. I state this because it’s much quicker and if paying, cheaper, to have your resume reviewed and improved than to have one created from scratch with is more time consuming thus if not free costs quite a bit more.

Tip 4 – Up Your Game

When you are looking at the jobs and skills that are in demand today. Are you finding that your skills, training, and certifications are relevant or maybe starting to become a bit dated? Hey, this can happen if someone works for the same employer in the same role for some time. It seems like stability. But if that employer isn’t keeping up with industry and technology trends and therefore not offering you the ability to be constantly learning, growing, and advancing your skills. In technology in particular. It is not uncommon to see moves every 18-24 months when a person is very focused on growth and their employer is not.

Tip 5 – Plan and Concour

So, take a hard honest assessment and if you need to bring your skills up to date to be competitive, or you have a career goal and need certain skills and certifications to qualify, make a plan. That plan should include what in-person or online courses you are going to take. What books you are going to read. What organizations and professional associations you are going to join. Decide if you’d like a mentor (more on that below). As you are gaining newly learned skills, if your current employer has no opportunity to put it into practice, consider how that new skill might be leveraged at local, regional, or national non-profits. Consider donating your time and skills to help the non-profit with your talents. In return, you get to put practical experience about that new skill/talent on your shiny new/updated resume/CV.

Tip 6 – Job Duties – No kidding

When crafting or updating your resume/CV remove everything that sounds like you are describing your general job function duties. It is a complete waste of space. If that sort of resume gets past the resume AI sorters, I can guarantee most recruiters will look at it and think to themselves, “No kidding”. Then toss it aside. Don’t do that. I talk with recruiters at all levels all the time. I’ve interviewed several for our episodes.

If you were an executive assistant, you don’t need to write that you answered the phone, made copies, wrote letters, created spreadsheets, and ordered delivery lunches. Serious DUH factor! Every executive assistant does that.

Check out the Say “Bye Bye Felicia” to Duties on Your Resume article for more details.

Tip 7 – WOW Factor

You know how much effort you now or use to put into looking good, standing out, to go out on a Friday or Saturday night? Bring it that level and more of WOW factor to your resume/CV.

I’m certainly not suggesting it be outlined in eyeliner and covered with glitter. But from Tip 2 above you need to put down all the amazing stuff. What did you do that was out of the ordinary? What did you improve? What is better now than when you took started the job? Was it your idea? Did you totally orchestrate that cool, fabulous new thing or improvement? Did you manage others in the process? Did it require sourcing, selecting, contracting, and managing vendors that may have been outside your normal job description? If you’ve never looked at your resume like this, the first time getting it to this format will take a bit of time. That’s why Tip 1 had you plan to keep it up to date at least once a year so that all that amazing stuff you accomplish in the previous year will be a bit fresher in your mind.

Tip 8 – ALL About Measurement

8 is good, but maybe I should have made this Tip 9. All joking aside, whe you are spelling out the 2-5 bullet points for the amazing Tip 7 improvement, enhancements, reductions. savings, gains, acquisitions, whatever those items are for you, provide NUMBERS. See the examples below:

Bad Example: “As a software license manager I managed all software vendors and associated contracts efficiently.

Great Example: “I initiated a software vendor assessment program that was never done before at this company. After my analysis I found overlaping solutions and was able to negiation consolidated licensing at a discount saving the compay $183,000 a year, reduced vendors from 3 to one simplifying relationship management and creating consistancy amoungst our users. After traning, this has improved the company Help Desks ability to support users in a timely manager reducing similar trouble tickes by 60%.”

The great example although a tad long has all the component. Job initiative, creative, take charge, wihout out saying it. Problem finder and more importantly a solution oriented, cost savings, support savings and quantified by numbers. This is someone I’d want to talk to. This is someone most recruiters would want to talk to. Your projects and results will differ, but you need to state:

  • What you achieved and accomplished?
  • What was your role – did you initiated it, your idea, or your boss’s idea but you led it?
  • What was improved, enhanced, saved, etc?
  • Show numbers even if it is an approximate guess. The numbers show impact and scale.

Tip 9 – Be Concise

Because employers may be receiving hundreds of resumes for one potential position, you need to catch their attention immediately. There is no effective way to list everything you have done. Choose what is most important, use phrases instead of full sentences, and implement bullet points to emphasize achievements. When you feel like you may be repeating yourself, check out use the thesaurus and think of new ways to phrase tasks and responsibilities.

Tip 10 – Lock that it Down – Clean it Up

Hey, we love social networking and hope you’re a member here at OutBüro. You better believe that potential employers are going to temporarily stalk you online as much as possible. They will try to find you on Facebook – ya know all those pics of you in your underwear hanging on other near-naked guys looking all glassy-eyed with a disco ball glimmering in the background. And pic after pic of similar images. Yep. You need to LOCK your accounts on ALL social media to “friends” only and be very very careful about adding any new friend requests for the foreseeable future. Employers will often have junior young cute guys and gals request friends/connections to potential candidates. In reality, they are just doing research scoping you out. They’ll take screenshots of all those party boy/gal images, you sporting the leather harness and jockstraps you gifted yourself this past X-mas, those jockstrap and thong images, you laying in bed with those two other people, that image of you laying in bed posing where you seemed like you confused Facebook for Grindr or Scruff (like so many of you do). They take all that, screenprint, electronically file, print, and stuff in a folder and report back their findings to the recruiter if not also the hiring manager. And guess what. If the example is the case, the likelihood of you being offered the new job is pretty slim.

So. I recommend LOCKING your accounts AND cleaning up your images and posts as much as possible. You be the judge on what stays and what’s removed, but really does anyone care what you posted 18 months ago? DELETE. Keep posts of you and your pets, what you ate for dinner, you hugging your grandmother. But DELETE any potential less than office safe images. DELETE old post where you went on a political rant. Absolutely DELETE any negative comments you made about past employers, hating to go go to work, hating your job, etc. For images and other posts that are similar but posted by others and you are TAGGED in. UNTAG yourself.

Basically, DELETE as much as possible keeping only OFFICE SAFE non-sexualized, non-political, non-super pro or anti-religious. Do you get what I’m saying here?

For more great related info, check out the LGBTQ Online Privacy and Safety – Take Control article.

Tip 11 – Should you be OUT on your Resume/CV

This is important and I’ve already written a full article exactly on this topic and got a former HR director of Disney’s thoughts. So check out the Should You be OUT as LGBTQ on Your Resume/CV article with interview video/podcast.

Tip 12 – Keep Your it Organized

Keep all of your past job information in a folder, hard copy, or electronic copy with a job description, notes of projects you initiated or contributed to. Measurement and pretty much all the information you’ll need to update your resume and to have for references should you ever need it. This might also have copies of all your pay stubs, employee guides, and any other documents related to your employment. Maybe that’s one file per employer with everything or structure it how you find useful. Along with employer files, be sure to maintain college, training, and certification records too.

Tip 13 – 60 MORE Awesome Resume/CV Tips

For even more resume/CV tips, check out the 60 Awesome Resume-CV Tips for the Queer Professional article. All the content there is still relevant.

To be out as lgbt or not on resume job searching gay lesbian bisexual trans professional online community OutBuro

Should You be OUT as LGBTQ on Your Resume/CV (2020)

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.

One-third of out American physicists have been told to stay in the closet to continue their career as found in the 2014 Factors Impacting The Academic Climate study.  Half of the transgender or gender non-conforming physicists were harassed in academia (2015 American Physical Society survey).

In the United States laws to protect LGBTQ workers is still spotty today leaving LGBTQ citizens open to blatant discrimination and harassment. This leads to the findings that in the United States alone, nearly 72% of LGBTQ employees suffer mental stress from a workplace that is not LGBTQ friendly or welcoming.

Regardless of actual sexual orientation, another study found that men who do not conform to the stereotypical masculine norm they are penalized by being left out, not promoted and seen as weak.  When women behave in ways that don’t fit their gender stereotype they are viewed as less likable and ultimately less hirable.

Studies find benefits to creating an LGBTQ inclusive workplace

All the while other studies have demonstrated that having LGBTQ in management positions benefits the company/organization.   Further many studies have been done the clearly indicate that companies/organization that create an LGBTQ inclusive workplace benefit from increased productivity, increase employee happiness, increased customer satisfaction and increased revenue.  It’s a win-win-win opportunity for employers who adopt LGBTQ inclusive policies, benefits, and business practices.

Know the LGBTQ legal protections where you live

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.

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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.

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LGBTQ employer ratings/reviews

The main focus of OutBüro is to be a growing resource for LGBTQ job seekers to use the site to research LGBTQ inclusive and friendly potential employers. 

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Any company/organization

Any size.

Any location in the world

Your voice matters

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:

In the United States

HRC

Human Rights Campaign - HRC - LGBT Employees Rate Employer Ratings Reveiws Company Employee Branding OutBuro - Corporate Workplace Equality Gay Lesbian Queer Diversity Inclusion

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.

Rainbow Tick

Rainbow Tick - LGBT Employees Rate Employer Ratings Reveiws Company Employee Branding OutBuro - Workplace LGBTQ Corporate Equality Diversity Inclusion Gay Lesbian Queer

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

Stonewall UK - LGBTQ Employees Rate Employer Ratings Reviews Company Employee Rating Branding OutBuro - Workplace Corporate Equality Diversity Inclusion

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

United Nations Free and Equal - LGBTQ Employees Rate Employer Ratings Reviews Company Employee Rating Branding OutBuro - Workplace Corporate Equality Diversity Inclusion

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. 

Conclusion

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.

OutBüro Voices Interview Scott Vedder LGBT Entrpreneir Resume Career Advisor Human Resources Professional Military Veteran to Cilian Work Employment Consultant Business Owner Video Interview Podcast

LGBT Professionals: Job Hunt With a FABULOUS Resume (2020)

Scott Vedder is an LGBT entrepreneur focusing as a professional career coach helping to craft resumes that stand out effectively communicating the skills and past success that align with a candidate’s ideal target jobs. Job search tips for writing a great resume for all including military veterans transitioning to civilian careers, gay, lesbian, bisexual, transgender, and queer (LGBTQ) professionals seeking a career change and new job. Maximize your resume to improve your job search chances.

  • 01:50 Introducing Scott Vedder
  • 02:50 Most resumes are awful so he wrote a book to help
  • 03:30 Special edition for US military veterans
  • 07:20 US Veterans are some of the best job candidates in the workforce
  • 08:15 Signs of a great resume to quantify what makes you a great fit for the job
  • 10:30 Your LinkedIn profile should not be a literal copy of your resume. Think of it as a marketing brochure. Make it POP.
  • 12:30 Tips to create an amazing resume that intrigues and WOW’s like a movie trailer.
  • 14:00 Networking and relationship building should be ongoing
  • 18:00 You will NEVER hear a recruiter say, “The candidate made it too easy to see why they are a great fit for this job”
  • 18:30 The biggest mistake you can make on a resume is writing it like a job description.
  • 20:45 Lose the jargon. Keep the language simple, concise and typically no acronyms unless super commonly known
  • 28:45 Should you be OUT as LGBTQ on your resume?
  • 33:00 Researching employers on their LGBTQ inclusiveness – it is darn difficult
  • 37:00 Join HTTP://WWW.OUTBURO.COM add your professional profile, rate/review your current and recent past employers so that your ratings provide feedback to employers and are available for future candidates
  • 42:00 Ways to further research a potential employer’s LGBTQA friendliness

Scott Vedder conducted over 5,000 interviews as a recruiter at a Fortune 100 company. He quickly discovered that a good résumé is truly hard to come by and that most applicants don’t have a clue what recruiters want to see. Scott’s book “Signs of a Great Résumé” is a #1 best-selling book on Amazon.com and has been endorsed as “Recommended Reading” by the Central Florida Employment Council (CFEC) and the Central Florida Jobs Initiative. Scott is often quoted as an expert resource and is a regular contributor to a number of international blogs, magazines, syndicated newspaper columns, and web sites. Scott has also been interviewed on dozens of live television and radio news programs. While on speaking engagement’s Scott was often asked by military veterans how to best translate their military experience to a civilian job market. This led to the adapted version of his best selling book to focus on military veterans. His focus on and strong involvement with veteran groups led him to be personally invited to the White House twice under two administrations to be recognized by the Society for Human Resource Management, Women Unlimited and the Metropolitan Business Association, LGBT Chamber of Commerce for his contributions and for helping job seekers around the world.

Scott Vedder on OutBüro > https://www.outburo.com/profile/scott_vedder/

Signs of a Great Resume – Book

Scott Vedder Signs of a Great Resume LGBT Entrpreneir Resume Career Advisor Human Resources Professional Military Veteran to Cilian Work Employment Consultant

Scott’s #1 best-selling book, Signs of a Great Résumé, will teach you how to write a résumé that speaks for itself. This lighthearted book presents an effective approach to the serious business of writing résumés. Scott’s style is humorous, easy to understand and fun to read …if he does say so himself!

Scott has developed a simple way to make your résumé speak for itself, using [email protected]#$%, the Signs of a Great Résumé. Each sign showcases your experience and skills and highlights your greatest achievements and contributions.

  • ! Any part of your experience that was “amazing!”
  • @ Defining points, places, dates, and things in your career
  • # Numbers that quantify and prove your past successes
  • $ The dollar value of your contributions
  • % Figures that easily show growth and results

Whether you’re a recent grad or a CEO, a garbage collector or an astrophysicist, you can use Signs of a Great Résumé to make your experience shine… and recruiters love to see some nice, shiny experience on a résumé!

This lighthearted book presents an effective approach to the serious business of writing résumés. Scott’s style is humorous, easy to understand and fun to read …if he does say so himself! In this book you’ll learn how to customize your résumé for each job using [email protected]#$%, how to write a great cover letter and more.

Signs of a Great Resume – Veterans Edition

Scott Vedder Signs of a Great Resume Veterans Edition LGBT Entrpreneir Resume Career Advisor Human Resources Professional Military Veteran to Cilian Work Employment Consultant

Veterans, transitioning service members and military families can get great new jobs in the civilian sector with Signs of a Great Résumé: Veterans Edition. Tell civilian recruiters, “I am a P.A.T.R.I.O.T.” Learn to highlight the military values and characteristics that make you a great candidate for the civilian workplace. Taking the above principle and further applying the veteran-specific skills referenced as PATRIOT to stand out and land that new civilian job.

Scott Vedder LGBT Entrpreneir Resume Career Advisor Human Resources Professional Military Veteran to Cilian Work Employment Consultant at US White House
LGBTQ-Entrepreneur-LGBT-Startup-Professional-Franchise-Business-Owner-OutBuro-Gay-Lesbian-Queer-Online-Community

Be an LGBTQ Entrepreneur – Reduce Startup Struggles with a Franchise

We’ve all been there—a tough day on the job that makes us eager for a new opportunity. Those periods at work can be frustrating, leading our minds to wander, longing for the American dream. Whether you’re stuck in a cycle of routinely sifting through job openings or you’ve just come to the conclusion that you need a fresh start, the idea of becoming your own boss is a refreshing thought. It’s common and OK to be dissatisfied with corporate America, feeling like you’re meant for so much more.  You are reading this so YOU ARE MEANT FOR MORE.  Own that, explore your options and take action toward making a change.  A new opportunity might be on the horizon for you if you see it and seize it.  So let’s explore the reality of opening a small business and how a Franchise Consultant can help guide you to a successful investment of your time and resources and if an established proven business model cutting your startup learning curve and increasing your chances of business startup sucess is right for you .

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A great reason to start your own business is a recent study found that even being perceived as LGBTQ can impact your ability to get hired, get promoted and even if hired the salary the employer decides you are worth is typically less than what they’d offer a perceived heterosexual.

America has an estimated 1.4 million LGBT business owners as innovators, job creators, taxpayers, and providers of essential services that benefit our entire society. Lesbian, gay, bisexual, and transgender business owners are a vibrant, essential part of the small business engine that makes the U.S. economy run. That is why Franchise Connect Pro has partnered with OutBüro to help bring awareness and opportunities to the LGBTQ community.

Why owning a franchise may be the right choice for you

The truth about starting a small business

Many people looking to make a professional transition turn to starting their own business. Those who start a brand-new business offer unique products and services to the market, but the advantages of being an entrepreneur are usually exceeded by an overwhelming number of financial woes and time constraints.

LGBTQ-Entrepreneur-LGBT-Startup-Professional-Franchise-Business-Owner-OutBuro-Gay-Lesbian-Queer-Online-Community

While we definitely admire the drive and passion needed to start your own business, this might not be the most fruitful avenue for you, as shown in these facts of the reality of starting a small business:

Starting a small business might not be a practical option for you to invest your time and resources into, but there is thankfully another way: franchise ownership.

Investing in a Franchise

With a successful model and established brand in place, aspiring business owners can find success by becoming franchisees. Not only is franchise ownership successful in terms of finances in many cases, but it is also beneficial for your overall happiness and satisfaction with your career, as shown in these stats as reported by Small Business Trends.

  • 90% of franchise owners enjoy their business, and 85% positively support their franchisor.
  • Nearly 75% of franchisees would choose this path again if given the option.
  • Nearly 80% of franchise owners would recommend franchising with their brand to others.

If you’re a pizza lover, then you might think that owning a nationally recognized pizza chain will be the perfect opportunity for you, but that isn’t always the case. Your professional strengths and desires might be calling you to own a business in a different industry. Guidance in finding the perfect brand is where a Franchise Consultant can help.

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Making the Right Choice: Working with a Franchise Consultant

Your next step should not be a guessing game. Owning a franchise will be an investment of your time and money. When working alongside a Franchise Consultant, you’ll get intuitive advice and insight on what option is best for you and your family, factoring in your ideal schedule, income, and industry. A Franchise Consultant will carefully contemplate and evaluate your drive and passion, taking into consideration factors such as when you want to work, where you want to work, and what line of business you want to be in.

Pairing you with a franchise that’s the best match for your personal and professional needs, a Franchise Consultant will work alongside you to make the most of your next career path. And, much like working with a realtor to shop for a new home, working with a Franchise Consultant is no cost to you!

Have Questions? Let’s Chat

Uncover Your Next Step with Franchise Connect Pro

It is our passion to link LGBTQ professionals to a franchise business opportunities perfect for them. As a Certified Franchise Consultants, we are passionate about helping people like you find their best match and increase your chances of business sucess through established business models and brand with recognition.

To explore your next step, give me a call at 770-366-0715 or send me a message here on OutBüroConnect with me on LinkedIn and check out the Franchise Connect Pro website to stay up to date with the latest trends and more.

12 Tips Getting the Most Out of OutBuro LGBTQ Virtual Career Fairs - LGBT Corporate Equality Employer Branding Ratings Recruiters Job Search Seeking

12 Tips: Getting the Most Out of an OutBüro LGBTQ Virtual Career Fair

Traditional in-person career fairs are great but they have limitations. You must leave work for several hours if not take the full day off, fight traffic, or traveling to the location (incurring travel-related expenses), search for parking, navigate your way through the crowd. Wait in line for a chance to speak with employers. In addition, you likely don’t have any idea if the employers are truely committed to LGBTQ corporate equality.

This is the way traditional career fairs have always been.

However, OutBüro launched LGBTQ focused virtual career fairs to bring quality LGBTQ candidates together online (virtually) with employers who actively want to hire LGBTQ employees!! For jobseekers like yourself, virtual career fairs make connecting with LGBTQ friendly employers convenient. Participate even while on your lunch break.

What can you expect at a virtual career fair? 

The OutBüro virtual career fairs are just like traditional ones, where LGBTQ friendly employers gather to meet with LGBTQ job seekers and discuss employment opportunities. The only difference here is that it’s held virtually on our interactive mobile-friendly platform.

Virtual career fairs feel similar to online discussion posts. After you log in, you can choose to “enter” various rooms/booths within the virtual career fair. Each room/booth is hosted by different LGBTQ friendly employers participating in the career fair. When you enter a room/booth, the employer receives a notification. You may choose which employer recruiter you would like to chat with

LGBTQ friendly employers recruiters in OutBüro virtual career fairs are very engaging. They’re there because they’re eager to hire quality LGBTQ candidates like you.

Others already in the virtual room may be in the midst of a conversation and you are welcome to chime in. You can also opt to chat privately with an employer, where you may ask about open positions, details about the organization and your qualifications. Employers may even want to video chat with you face to face.

Before the OutBüro virtual career fair

Don’t “walk” into an OutBüro virtual career fair with zero preparation. These are the things you’ll want to do ahead of time to set yourself up for success.

1. Register ahead of time

You’re going to want to register beforehand. Registration for each event opens around 4 weeks prior to the event date. Not only will this prevent any last-minute hiccups before the career fair, but it will allow you to get a look at the employers participating in the fair.

2. Research participating organizations

After registering, take some time to review the organizations attending the career fair especially their OutBüro employer listing. You’ll want to get an idea of some of the companies you’d like to meet with and how publically LGBTQ friendly they are. You also don’t want to walk in unprepared—learn about the companies and think of questions you’ll want to ask.

3. Prepare your resume

This is a no-brainer, yet so important. Because you’re going to provide your resume/CV to employers you meet with, you’re going to want it up-to-date and spotless for the optimal first impression. Be sure to check out resume tips on OutBüro.

The same goes for your LinkedIn account or a portfolio of your work samples. If the platform allows, upload your resume to your account so it is accessible and ready to hand over to any employers you meet with at the career fair.

4. Practice your pitch

How will you introduce yourself? Why are you interested in the company? What types of positions are you seeking? How is your previous work experience relevant? What do you plan on asking the representatives at the virtual career fair? Know that employers in OutBüro virtual career fairs are seeking you. They also are open and ready to answer questions you may have about how LGBTQ friendly they are. Keep it focused yet bring your authentic self to the table.

5. Make sure your tech is ready to go

You’ll want to make sure your laptop, tablet or smartphone is capable of supporting you in the virtual career fair. It is definitely advised to have camera capabilities in case an employer would like to launch a one-to-one video chat.

You should log on at least the day before and check out the employers, their key listed jobs and ensure your device you intend to use during the OutBüro LGBTQ career fair works.

Plan where you will be when you attend. You want to be in a quiet space with no distractions. Wear headphones with a built-in speaker to ensure the recruiters can hear you during video chats.

At the virtual career fair

Once you log in, how can you stand out from the crowd at a virtual career fair? Here are a few pieces of key advice.

6. Wear a professional outfit at least from the waist up

You can expect to interact with employers at an OutBüro virtual career fair through chat functions. However, some employers may wish to video chat with you face to face via the on-to-one. Make the most out of this opportunity to make a connection by looking professional and presentable. Be sure you are wearing professional clothing and that the background in a video chat is simple, professional and positive.

7. Attend from a distraction-free environment

In addition to your professional attire, you will also want to plan out where you’ll be attending the OutBüro virtual career fair from. A quiet location is ideal—and camera capabilities mean that you’ll want to ensure it’s distraction-free for employers.

Even on a small screen, potential employers can still see plenty of background. Make sure the room you’re in is clean, quiet and well lit. Lighting is important. If at home, grab two additional lamps from the living room and set them on both sides of your desk. Take the lamp shades off and have them on during your virtual career fair time. This will help ensure you are well lit looking your best.

8. Be ready to put yourself out there

During OutBüro virtual career fairs, it’s important to exert yourself to make connections. Be assertive. Initiate conversations. Request one-on-one chats with recruiters. DO NOT BE PASSIVE.

Once an employer recruiter engages you in a chat, the ball is in your court to introduce yourself and ask questions about the organization and open positions.

9. Use clear, professional business communication

Being a virtual career fair, much of your communication will be done through written interactions in the chat function of the platform. To make a great first impression, you’ll want to demonstrate articulate written communication.

Grammar matters. Consider using the online grammar checking tool Grammarly.com. Text as if you are having a live in-person interview.

10. Demonstrate strong body language in video chats

Just like in a traditional career fair, you’ll want to present yourself as a confident and competent job seeker. One way that employers pick up on this is through your body language. If you’re on a video chat with a recruiter at the virtual career fair, you’ll want to stay conscious of your body language.

On camera, hold eye contact with the recruiter you’re interacting with. Speak clearly and avoid slouching. Again, treat it like you are in the room with the recruiter – because you are.

11. Ask for next steps and contact information

When talking to recruiters at the career fair, don’t hesitate to be forward and offer to send a copy of your resume. Request his/her direct contact information. You can also ask about the next steps in the process—whether that means getting in touch with human resources, filling out a job application on their site, a next more detailed phone call or an in-person formal interview. Let them know you are interested and want to take it further.

After the virtual career fair

Don’t let your efforts go to waste by neglecting to follow up with the recruiter after the OutBüro virtual career fair.

12. Reach out the next day with a thank you

Because recruiters at career fairs come in contact with many candidates follow up the next day. Whether it’s an email, phone call or a hand-written thank-you note, be sure to reach out to the connections you made at the career fair, thanking them for their time and let expand on how you are a great fit and that you are strongly interested and why. Request a direct connection on LinkedIn and a friend invite on the OutBüro website.

Get excited for the future of career fairs

Employers participate in the OutBüro LGBTQ virtual career fairs because they’re looking for LGBTQ job seekers like yourself. Just because they’re held virtually doesn’t make that any different.

With this advice in mind, navigate the OutBüro virtual career fairs with confidence. We hope you land the job of your dreams.

Best wishes to you in your job search!

OutBuro Launches LGBTQ Virtual Career Fairs - LGBT Corporate Employer Branding Company Ratings Recruiters Job Search Seeking Reviews Monitoring

OutBüro Launches LGBTQ Virtual Career Fairs

We are super stoked! OutBüro launches virtual career fairs focused on helping LGBTQ professionals advance their careers with LGBTQ friendly employers who are committed to LGBTQ corporate equality. We currently have 12 virtual career fairs planned in the first half of 2020. Check them out.

Are you actively looking for an LGBTQ friendly employer or passively open to new career opportunities? The new OutBüro virtual career fairs are for you.

While reviewing technology partners to bring this exciting service to the LGBTQ community every single potential solution partner stated, “I’ve been in this industry a very long time and I have never heard of any other LGBTQ focused virtual career fair. This is the first”. Additionally in chatting with recruiters and human resource directors, so far they have made similar comments. Further, each one so far as stated they are excited about this new approach to finding great new talent who happen to be LGBTQ.

Create your professional profile on www.OutBuro.com today so that recruiters can find you, knowing they are seeking quality LGBTQ candidates!

The OutBüro virtual career fair platform is intuitive and mobile-friendly making it possible for you as the job seeker to even participate while on your lunch break. In addition to interacting with employer recruiters via text chat, the recruiters may invite you to a one-on-one video chat. So please be dressed appropriately – even if just from the waist up. LOL Be in a quiet setting without lots of distractions.

Job seekers check out:

12 Tips: Getting the Most Out of an OutBüro LGBTQ Virtual Career Fair

LGBTQ Corporate Equality Focused Employers Want to Hire You

Once you complete your virtual career fair profile, it will be usable in all future OutBüro virtual career fairs you participate in it. You may update your information at any time.

Employers, learn more about the OutBüro virtual career fairs focused on assisting your organization with its diversity and inclusion recruitment marketing to attract quality candidates who happen to identify as LGBTQ:

OutBüro’s mission is to connect the world’s LGBTQ employees, professionals, and entrepreneurs with opportunities to grow in their careers and grow their companies. We strive to connect companies and organizations that support LGBTQ Corporate Equality with quality candidates while providing a voice and insight into workplace culture and LGBT workplace issues.

Employers also check out:

Employers contact us to discuss your needs, targets and learn more about how we may collaborate to help you attract quality LGBTQ candidates.

LGBTQ in STEM Virtual Career Fair July 23 2020 - OutBuro LGBT Corporate EqualityEmployer Branding Company Ratings Recruiters Job Search Seeking Reviews Monitoring

LGBTQ in STEM Virtual Career Fair – July 23rd

STEM (Science, Technology, Engineering, and Math) virtual career fair for LGBTQ professionals seeking LGBTQ inclusive employers. As part of our mission supporting LGBTQ professionals to connect with LGBTQ friendly employers who support LGBTQ corporate equality with a workplace that is inclusive and welcoming.

Job seekers: It is advised to establish your professional profile on OutBüro. Jobseeker online registration for each individual virtual career fair will begin 4 weeks prior to the event date. Put a reminder in your calendar to check back here for a link to the event registration page. In the meantime create your OutBüro professional profile today.

Employers: Employers interested in actively recruiting LGBTQ diversity candidates should contact OutBüro at a minimum of 6 weeks before the event date(s) to register. See Virtual Career Fairs – For Employers and Virtual Career Fairs – Steps for Employers. It t is advised that all employers claim or add their Employer Listing on OutBüro well in advance of each virtual career fair so that candidates may research your organization and see all the great policies, benefits, business practice and more you are doing for your LGBTQ employees, clients/customers and the community.

Date: July 23, 2020

Time: 9 am – 4 pm US Eastern Time Zone

Around 4 weeks prior to the even Job Seeker registration will begin and announced.