OutBuro Voices 1-44 Michael Stephens Create Space Wellbeing Retreats Mental Heath Wellness self care love yourself happiness burnout stress success

Michael Stephens: Discovering Who Am I

In this episode of OutBüro Voices featuring LGBTQ professionals, entrepreneurs, and community leaders from around the world, host Dennis Velco chats with Michael Stephens, founder of Create Space.

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In this candid conversation, we share some personal experiences that led us both in different ways to arrive at the same destination: ourselves.

We discuss the struggles so many LGBTQ persons have with deeply identifying with themselves. Rooted in a need as growing up to hide our true self, we can put forth a fake facade striving to fit in, to not be bullied, to be accepted by our friends, family and coworkers. This can result in many things from isolation, lack of connection with self and others, escapism through substance abuse that can lead to addiction, overachiever syndrome that can lead to burnout along with its associated mental and physical distress.

Who am I?
What do I want?
What do I need?
Am I content?
Am I happy?
Really happy right now?
How do I define happiness?
How do I define success?
Do I have people in my life I trust and can count on?
Am I a person that others really know or a facade of a projection?
Do I allow my emotions to race and explode due to other people’s learned or ignorant comments or behaviors?
Do I have triggers that others love to ignite?
Do I trust others?
Do I trust myself?
Do I take care of myself?
Do I value an active healthy lifestyle?

Profoundly and honestly answering these and many more questions in a safe and supportive environment is the key to living an authentic life where you connect with yourself, discover who you are, appreciate, respect, and yes, love yourself. Then from that core foundation, you can be there for others.

Michael’s Create Space is a program for you to learn to create space for yourself to learn, heal, grow, and experience the fullness of life and the world around you on your terms.

To connect with Michael find him on OutBüro here. https://outburo.com/profile/michaeledwardstephens/

Join me and Michael on OutBüro, the LGBTQ professional and entrepreneur online community network for gay, lesbian, bisexual, transgender, queer, allies and our employers who support LGBTQ welcoming workplace equality focused benefits, policies, and business practices. https://www.OutBuro.com

Would you like to be featured like this? Contact the host Dennis Velco. https://outburo.com/profile/dennisvelco/

OutBuro LGBTQ Professionals lgbt entrepreneurs ouy gay business startup founder Martin Stark world gay boxing championship sports fitness

Martin Stark: World Gay Boxing Championship

In this episode of OutBüro Voices featuring LGBTQ professionals, entrepreneurs, and community leaders from around the world, host Dennis Velco chats with Martin Stark, founder of the World Gay Boxing Championship based in Sydney, Australia.

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World Gay Boxing Championship - Martin Stark

After a medical condition with Addison’s disease nearly took Martin’s life, he searched for ways to improve his overall health and strength. Once he came across boxing classes he was hooked. Boxing classes involve whole-body strengthening, cardio, flexibility, coordination, endurance, and emphasizes a good healthy diet. Martin found that through the foundation of boxing he also gained confidence on many leaves. He was feeling great, eating well, looking fit, and knew that if he was forced to he could hold his ground. Martin says, “In boxing, the idea is not to hurt another person, but if pressed you have the training, skill, and confidence to diffuse a situation.” Within just 3 years of starting the sport, Martin found a current lack of organized boxing clubs for the LGBTQ community. His newfound passion and lack of resources ignited a spark to create the World Gay Boxing Championship. Martin has been actively reaching out to LGBTQ boxers around the globe and welcomes anyone interested in the sport to connect with him.

Part of the goals of the organization is education. First to partner with gyms that offer boxing to offer education on the LGBTQ community. Martin wants to provide gym certification so LGBTQ people know a gym is welcoming and safe. He recently partnered with the boxing governing association for Australia. They were eager to begin collaborating. Martin believes this is a good step in setting the foundation with such ties. As the WGBC expands similar partnerships will be sought in other countries.

Martin has been pleasantly surprised how many boxers identify as part of the transgender community and how eager all are to help build the organization regionally and globally.

Do you own or work at a gym that offers boxing classes? Reach out to Martin to learn how your gym can become a member to promote boxing within the LGBTQ community.

To connect with Martin find him on OutBüro here. https://outburo.com/profile/martinstark/

Join me and Martin on OutBüro, the LGBTQ professional and entrepreneur online community network for gay, lesbian, bisexual, transgender, queer, allies and our employers who support LGBTQ welcoming workplace equality focused benefits, policies, and business practices. https://www.OutBuro.com

World Gay Boxing Championship - Martin Stark Founder Gay Entrepreneur LGBTQ professional community OutBuro

Would you like to be featured like this? Contact the host Dennis Velco. https://outburo.com/profile/dennisvelco/

OutBuro Voices 1-36 Brison Downing

Brison Downing: Seeking Parents of Transgender Persons for Study

In this episode of OutBüro Voices featuring LGBTQ professionals, entrepreneurs, and community leaders from around the world, host Dennis Velco chats with Ph.D. candidate Brison “Scholar Lee” Downing about his thesis project.

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Downing, a person of transgender experience himself knows all too well the adjustments, strains, and struggles family members can often experience when a child or loved one comes out as transgender and during the transitioning experience. As Downing expresses, family, loved ones, and friends are not the persons directly going through the physical changes, yet they too are going through the transition often experiencing emotions of loss of a loved one.

These are normal feelings he explains. He explains there is a limited number of studies to date, yet the participant pool has been predominately US Caucasian families. Downing’s study is to broaden the current research study pool striving to include underrepresented minority families. He states that to better serve all we need the perspective that different races, ethnically and cultural backgrounds bring to the learning and sharing conversations.

Downing’s goal is to publish his findings in hopes to be a resource for all parents, loved ones, and family members to cope with the emotions and retain as well as grow stronger loving relationships.

Connect with Scott on OutBüro at https://www.outburo.com/profile/brisondowning/

Join Brison on OutBüro, the LGBTQ professional and entrepreneur online community network for gay, lesbian, bisexual, transgender, queer, allies and our employers who support LGBTQ welcoming workplace equality focused benefits, policies, and business practices. https://www.OutBuro.com

Would you like to be featured like this? Contact the host Dennis Velco. https://www.outburo.com/profile/dennisvelco/

OutBuro Voices 1-24 Fabrice Houdart LGBTQ equality corporate responsibity professionals pinkwashing lgbt

Fabrice Houdart: LGBTQ Equality & Corporate Responsibility

In this episode host, Dennis Velco chats with Fabrice Houdart about LGBTQ equality and corporate responsibility. Fabrice has had a fascinating career championing for lesbian, gay, bisexual, transgender, intersex, and queer rights and equality. Currently, he is the Managing Director, Global Equality Initiatives at Out Leadership.

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Out Ledership Fabrice Houdart LGBTQ professionals corporate equality
Fabrice Houdart LGBTQ equality and rights champion

Fabrice Houdart was previously Human Rights Officer at the United Nations in New York, and for the past four years, he worked on Free & Equal, an unprecedented United Nations campaign for LGBTI equality. He co-authored and led the United Nations Global LGBTI standards of conduct for Business, the largest corporate social responsibility initiative on LGBTI issues in the World. To date, more than 270 of the largest companies in the world have expressed support for the initiative. From 2001 – 2016, Fabrice was Senior Country Officer at the World Bank. At the Bank, he authored economic development analyses on Yemen, Uzbekistan, Tajikistan, and Tunisia and provided contributions to the 2012 Gender World Development Report (WDR) and the 2011 Conflict, Security, and Development WDR. He holds a B.A. in economics and management from Dauphine University in Paris and an MBA from American University in DC. Fabrice volunteers on the Board of Outright Action International, Housing Works, the NYC Gay Men’s Chorus, Alturi, the KindRED Pride Foundation, Witness to Mass Incarceration, and the Institute of Current World Affairs (ICWA). In 2019, he received the Golden Gate Business Association Award, the IGLTA Pioneer Award, and the Alan Turing LGTBIQ Award for his work on LGBTI rights. He was ranked 2nd by Yahoo Finance among LGBTI public sector executives globally in their 2019 Outstanding list. He was interviewed by The Economist, quoted in the New York Times, Foreign Policy Magazine, and The Guardian on issues pertaining to the human rights of LGBTIQ people. He lives in New York City with twin sons 6-year old Maxime and Eitan.

Connect with Fabrice on OutBüro https://www.outburo.com/profile/fabricehoudart/

  • 01:00 Fabrice Houdart’s introduction – exploration at the World Bank how LGBTQ rights impact the economic development of businesses and the economies of countries
  • 02:45 Joins the Office of High Commissioner on Human Rights at the United Nations in 2016
  • 00:30 Describes how he works toward helping corporations to understand LGBTQ rights
  • 06:30 Explains how children suffer by not being able to be themselves with family and at school
  • 11:00 Corporations and employers have a rare opportunity to have a positive impact on society
  • 14:00 Only around 17,000 persons in the US gives more than $1,000 a year to support LGBTQ non-profits
  • 16:00 LGBTQ rights are the “canary in the coal mine” for broader human rights issues
  • 17:00 How the employees/public/consumers/investors play a role in influencing employers/companies
  • 18:00 The current struggle between conscience social responsibility versus only focused on profit over all else
  • 23:00 The complexity of companies can be confusing where they can be leaders in one area while in other areas seem quite opposite.
  • 26:15 Examples
  • 27:00 The LGBTQ equality footprint is Pro-LGBTQ support minus anti-LGBT support.
  • 29:30 OutBuro LGBTQ employer ratings have the potential to be an impact for good where all win
  • 30:15 Boycotts have little impact I immediately, but can have a significant impact over time affecting the growth
  • 33:00 Using your power to affect change
  • 36:00 Having a lot of LGBTQ employees is not a direct indication of the employer’s LGBTQ equality
  • 37:30 LGBTQ in management and at the board level. In the US total of 5670 Fortune board seats. Of those only 24 out LGBTQ persons and a few are overlapping by the same people.
  • 39:45 Must be careful to not allow LGBTQ equality to mask other social responsibility issues
  • 42:00 As LGBTQ is our responsibility to leverage our strength to affect positive change supporting everyone and our environment.

Join Martin on OutBüro, the LGBTQ professional and entrepreneur online community network for gay, lesbian, bisexual, transgender, queer, a.lies and our employers who support LGBTQ welcoming workplace equality focused benefits, policies, and business practices. https://www.OutBuro.com

Would you like to be featured like this? Contact the host Dennis Velco. https://www.outburo.com/profile/dennisvelco/

Curtis Danskin Four Steps That Can Chang Your Life lgbtq entrepreneur gay professional business owner OutBuro communit member

Four Steps That Can Change Your Life

Every single day that you are fortunate enough to wake up, you are faced immediately with a question: how are you going to face the day?  You have to make a choice.  Here are 4 steps that will ground you every morning so that your day is strong, confident, and productive.

Step 1. Be the reason

Accept that there will be decisions during the day that need to be made.  Accept that there will be disappointments and setbacks.  From long red lights to major health setbacks – life is full of them.  But life is also full of victories, both small and large.  Embrace the mindset that tells you that each day is loaded with good and bad, the beautiful and the ugly, and the positive and negative.

Step 2.  Heart Connection

Make sure that your heart and your mind are connected and on the same page. You have the ability to succeed but if your mind isn’t on the same page as your heart, you are already in conflict.  When your mind and heart are in tune you set yourself up for success.  Take a quick moment and breathe, listen to your heart, and pay attention to the rhythm in your head and then connect the two as one.

Step 3. Accountability

Don’t do it alone. During the day as you face both challenges and successes, you must have someone who is willing to stop running, turn around, reach down and pick you up.

Step 4. Finally

Stop whining. Don’t start your day with negative statements.  The moment you rise start telling yourself positive statements, looking forward through the day at things that will be good from a simple great cup of coffee, to the refreshing ice water in your cup, to spending time with loved ones at the close of the day.  Gather those positive thoughts and use them to fuel you through the rough spots. Don’t focus on what might be – focus on what you know WILL be and if negative things happen, you are prepared for them.  They won’t catch you off guard and more importantly, you’ll set yourself up to face them head-on and win.

So say to the day – bring me your best or bring me your worst – I’m ready.  Bring it.

OutBuro Voices 1-18 Bruce Knotts UN United Nations LGBTQ Rights

Bruce Knotts: Persistence at the United Nations for LGBTQ Rights

In this episode of OutBüro Voices featuring LGBTQ professionals, entrepreneurs, and community leaders from around the world, host Dennis Velco chats with Bruce Knotts, Director of the Unitarian Universalist Office at the United Nations.

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Bruce was a persistent voice in United Nations committee meetings always raising his hand asking, “what about LGBTQ people in this”. Prior to him, there had been occasional mention of lesbian rights with women-focused summits, but never the full LGBTQ spectrum. Bruce worked tirelessly to lobby other delegates to gain vocal support for gay, lesbian, bisexual, transcend, and queer (LGBT) rights. The momentum began. Bruce was granted a United Nations workshop on LGBTQ rights. He discovered Norway was considering putting a resolution forward. His workshop turns from the intent of education to gain support to being an active working group. As we discussed in the first video/podcast, the Unitarian Universalists have a long tradition of being an inclusive and welcoming congregation faith for all. They respect and value all world faiths and celebrate all in their interesting and often engaging services. Bruce Knotts a former US State Department representative, became the Directors of the Unitarian Universalist office at the United Nations in 2008. With full support and backing of the President and board of the Unitarian Universalist Association (https://www.uua.org) he took the role with his clear personal and organizational missions to drive hard for LGBTQ rights and equality at the UN.

1st episodes discussing what is Unitarian Universalism: https://www.youtube.com/watch?v=WF3rc…

  • 01:00 What does the UUA office at the United Nations do?
  • 02:00 UUA President approves strong advocacy for LGTQ rights with work at United Nations
  • 02:45 As of 2008 the only United Nations level discussion happened in March at a Women’s conference then only discussing lesbian rights. Very little to no other discussions throughout the year on LGBTQ rights.
  • 03:00 Persistance and lobbying lead to first-ever LGBTQ workshop in the 60-year history of these international conferences
  • 08:10 Now the United Nations has policies and programs in all 108 agencies that benefit LGBTQ people around the world including their employees, like domestic partner benefits, which they didn’t have before.
  • 10:00 Right-wing jumped in around 2012 , holding ground. Your votes at all levels count.

Connect with Bruce Knotts on OutBüro: https://www.outburo.com/profile/bruce…

OutBüro is the growing global platform for LGBTQ entrepreneurs and professionals. Join us.

OutBüro is where you belong. https://outburo.com/

Learn more about Unitarian Universalist and locate a local church near you: https://www.uua.org/

Here is their LGBTQ page: https://www.uua.org/lgbtq

Bruce stated that between 2008 – 2012 the pro-LGBTQ coalition was making great strides. Then the evangelical right-wing groups who typically loath the United Nations started to show up to oppose any proposed action regarding advancing rights and equality for LGBTQ citizens around the world. He clarified that as of now no ground made has been lost, yet no significant advancements have been won since. We discussed the importance of never resting on the issues of LGBTQ rights and equality. For example, when the United States Marriage Equality was passed, many organizations simply shut down believing their work was done. That was a mistake. They could have leveraged all the infrastructure to push for the same in other countries and broadened to include a wider set of issues faced by LGBTQ people. We further discussed the importance of voting in every election at all levels. The issues can affect you and others in the district/community. Your vote matters. Your involvement matters.

To connect with Bruce find him on OutBüro here. https://www.outburo.com/profile/bruceknotts/

Join me and Bruce on OutBüro, the LGBTQ professional and entrepreneur online community network for gay, lesbian, bisexual, transgender, queer, allies and our employers who support LGBTQ welcoming workplace equality focused benefits, policies, and business practices. https://www.OutBuro.com

Would you like to be featured like this? Contact the host Dennis Velco. https://outburo.com/profile/dennisvelco/

OutBuro Voices 1-17 Bruce Knotts UU Unitarian Universalist LGBTWelcoming Faith

Bruce Knotts: Unitarian Universalist An LGBTQ Welcoming Faith

In this episode of OutBüro Voices featuring LGBTQ professionals, entrepreneurs, and community leaders from around the world, host Dennis Velco chats with Bruce Knotts, Director of the Unitarian Universalist Office at the United Nations.

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In this chat with Bruce Knotts, we discuss what is Unitarian Universalist and each of our own paths to it as a welcoming faith that is welcoming and inclusive of #LGBTQ members. I would take that a step further, the Unitarian Universalist are champions of #LGBT people, not only with the congregations but for the dignity, rights, and equality of #gay, #lesbian, #bisexual, #transgender, #queer, questioning, intersex, asexual, pansexual, and heteroflexible people around the world. UUs are very social-justice-oriented such as the long-running #LoveIsLove campaign.

Learn more about Unitarian Universalist and locate a local church near you: https://www.uua.org/

Here is their LGBTQ page: https://www.uua.org/lgbtq

The UU faith is really not an individual faith but rather a celebration, exploration, respect, and openness to all world faiths and nonfaiths. What does that mean? No single world faith dominates. Each service may focus on teaching from any of the world’s faiths and often will explore a topic reflecting its views from many faiths in one service. There is ZERO religious dogma acknowledging the divine in all, there is no one right answer, each person is welcome to their own personal journey and truth. Services may include poetry readings, Pop music, and more. So in Unitarian Universalism, you can be your full authentic self while also practicing your spirituality on your own path. You are welcome.

So in Unitarian Universalism, you can be your full authentic self while also practicing your spirituality on your own path.  You are welcome. Unitarian Universalism includes learning about and welcoming all world faiths and nonfaiths including but not limited to: Atheism, Agnostic, Bahá’í Faith, Buddhism, Caodaism, Cheondoism, Christianity, Confucianism, Hinduism, Humanism, Hòa Hảo, Islam, Jainism, Judaism, Muslim, Nature-based spirituality, Old world spirituality, Paganism, Shinto, Sikhism, Spiritism, Taoism, and Tenriism.

All are welcome and it is a great spiritual home for families where partners may have different spiritual focuses such as one Buddhist and the other Agnostic or Christian. It can be a wonderful spiritual home for those that would like to connect or reconnect with their spiritual center in a welcoming open community free from judgment or dogma. In the next video/podcast we’ll continue this discussion and learn how under Bruce Knotts’ leadership through the UUA office at the United Nations he has been instrumental at the UN level for LGBTQ equality and rights around the globe.

Many United States founding fathers were Unitarian Universalists including several US Presidents. https://en.wikipedia.org/wiki/List_of…

Here are a few:

  • John Adams (1735–1826) – Second President of the United States.
  • John Quincy Adams (1767–1848) – Sixth President of the United States. Co-founder, All Souls Church, Unitarian (Washington, D.C.)
  • Roger Nash Baldwin (1884–1981) – Founder of American Civil Liberties Union
  • Susan B. Anthony (1820–1906) – Quaker Madelyn Dunham (1922–2008) – Grandmother of U.S. President Barack Obama
  • Stanley Armour Dunham (1918–1992) – Grandfather of Barack Obama Stanley Ann Dunham (1942–1995) –
  • Mother of Barack Obama Millard Fillmore (1800–1874) – Thirteenth President of the United States
  • Thomas Jefferson (1743–1826) – third president of the U.S., Unitarian
  • Tomáš Garrigue Masaryk (1850–1937) – first President of Czechoslovakia
  • Samuel Freeman Miller (1816–1890) – United States Supreme Court Justice from 1862 to 1890
  • Joseph Story (1779–1845) – United States Supreme Court Justice from 1811 to 1845.
  • William Howard Taft (1857–1930) – President of the United States (1909–1913)

To connect with Bruce find him on OutBüro here. https://www.outburo.com/profile/bruceknotts/

Join me and Bruce on OutBüro, the LGBTQ professional and entrepreneur online community network for gay, lesbian, bisexual, transgender, queer, allies and our employers who support LGBTQ welcoming workplace equality focused benefits, policies, and business practices. https://www.OutBuro.com

Would you like to be featured like this? Contact the host Dennis Velco. https://outburo.com/profile/dennisvelco/

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.

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

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. 

Add LGBTQ Employer Listing Ratings Reviews OutBuro - GBLT Employees Rate Reviews Company Employee Branding - Corporate Workplace Equality Gay Lesbian Queer Diversity Inclusion

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

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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

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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

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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.