“Should I disclose that I’m LGBTQ+ in my interview? What about on my resume or LinkedIn profile? What are the benefits and risks of coming out during my job search?”
Because I work with a significant number of LGBTQ+ individuals as a career coach, I’m often asked these questions.
Deciding whether to “come out” during the job search is a deeply personal and often complex decision for LGBTQ+ professionals.
In this article, I explore:
- How to decide whether to come out as LGBTQ+ during the interview process
- The potential benefits of coming out
- The possible risks or drawbacks
- Ways to signal your LGBTQ+ identity (if you choose to)
A quick disclaimer: I recognize that “coming out” is a nuanced, evolving, and often emotional process. For the purposes of this article, I use “coming out” to mean the intentional disclosure of your LGBTQ+ identity to a prospective employer, an often overlooked but incredibly important topic in the job search world.
Should I Come Out As LGBTQ+ During My Interview?
This is a topic my job seeker clients wrestle with often, and there’s no perfect or easy answer.
Traditional job search advice often says: Never disclose anything related to a protected class (race, color, religion, sex, national origin, age, disability, or genetic information) until you’ve received a job offer.
But for many LGBTQ+ professionals, this advice doesn’t always align with real-world experiences, safety concerns, or values.
Sometimes, coming out during the job search can feel like the best—or only—choice. (Raises hand.) Other times, you may feel the need to withhold your identity to protect your safety, privacy, or chances of moving forward in the hiring process.
Let me be crystal clear: I never recommend disclosing any part of your identity unless you want to.
This is 100% your personal choice.
That said, it can be helpful to understand the potential benefits and risks of coming out during the job search so that you can make an informed, intentional decision that feels right for you.
Why Does It Matter?
You might be wondering: Why does this even matter?
Let me name a few reasons:
- Workplace safety and belonging: Will you feel accepted and psychologically safe at work?
- Benefits: Does the organization offer inclusive healthcare and family benefits that support LGBTQ+ employees?
- Company culture: Will you feel comfortable bringing your authentic self to work?
Knowing where a company stands on LGBTQ+ inclusion can directly impact your long-term job satisfaction and your ability to not just thrive, but survive, at work.
Deciding Whether To Come Out During The Interview
This is a deeply personal decision, and there’s no right or wrong answer. That said, here are a few questions that might help you reflect:
- What have my past experiences with coming out been like?
- If I discovered that a prospective employer or coworker was homophobic or transphobic, would that be a dealbreaker?
- How important is it to me to bring my whole self to work from day one?
Building upon examples from some of my clients, here’s what this might look like in practice:
- Coming out on your resume or LinkedIn profile: You could include affiliations with LGBTQ+ organizations or signal your identity in subtle-ish ways, like including a rainbow emoji 🌈 in your headline. Keep in mind that this approach doesn’t let you control who sees the information (or how they react).
- Disclosing during the interview: This allows you to disclose on your own terms and gauge the interviewer’s reaction. It can also open the door for more candid conversations about company culture, values, and inclusivity.
- Waiting until after receiving an offer: Some professionals choose to come out once they’ve secured the job. This approach can feel safer, especially if you’re concerned about potential bias earlier in the process or live in a more conservative area of the country.
- Selectively disclosing once you’ve started: You might wait to come out until you assess your new workplace and build trust with your colleagues.
- Choosing not to come out at all: You are under no obligation to share any part of your identity if it doesn’t feel right for you.
Reminder: You can assess LGBTQ+ inclusivity without coming out. (I’ve shared practical tips for evaluating whether an employer is inclusive in this article for Forbes and this article for Career Directors International.)
There’s no right or wrong way—or time—to come out in the workplace. The choice always remains yours. The key is to do what feels safest and most authentic to you.
Benefits Of Coming Out During The Job Search
There are several potential advantages to disclosing your LGBTQ+ identity during your search:
- Filtering out unsupportive employers: Being open can help you avoid landing at a company that doesn’t align with your values or might not support you.
- Finding community and allies: If you’re out, you may connect with other LGBTQ+ folks or allies who can provide support or mentorship. Out in Tech is one of my favorite resources here (and I’m an ambassador for the Welcome Committee!).
- Advocacy and visibility: Your openness may help normalize queer identities in the workplace and create space for others to do the same. This is one of the many reasons I’m so open about my identity.
[Read: 7 Best LGBTQ+ Job Boards For Landing A New Role]
Risks Of Coming Out During The Job Search
Unfortunately, discrimination and hate still exist. Here are a few potential downsides to be mindful of:
- Bias or discrimination: Some employers may pass on LGBTQ+ candidates.
- Uncomfortable reactions: Employers can react awkwardly, inappropriately, or with hate when you come out.
- Lost opportunities: Disclosure might lead to fewer interviews or offers.
This isn’t fair, but it’s the reality we live in, so you must make intentional, informed choices about if, when, and how you come out.
Ways To Signal Your Identity During The Job Search
There are many ways to signal your identity to prospective employers. Here are a few ideas:
- Include a rainbow flag emoji 🏳️🌈 in your LinkedIn headline.
- Highlight your accomplishments related to LGBTQ+ inclusion, such as instituting a Pride Month event or advocating for DEI initiatives.
- Mention involvement in an LGBTQ+ organization or leadership of an employee resource group (ERG) devoted to inclusivity.
- Share about your partner in your LinkedIn summary.
Some of these signals are more subtle, while others are more direct. You get to decide your level of visibility.
Final Thoughts
Supporting LGBTQ+ professionals as they navigate the job search is a privilege I don’t take lightly.
If you’re questioning when or how to come out, know that you’re not alone and that you deserve to feel respected and seen at work.
And if you’d like personalized support as you navigate the next chapter of your career, please reach out or schedule a consultation—I’m here for you! You’ve got this!
