Building your career is a journey filled with challenges, excitement, and forks in the road. And journeys are easier with maps. In this column, job experts answer your questions and deliver advice to help you take the next step.
Question: I’m part of the LGBTQ+ community, and it’s important to me to work at a place that accepts me for who I am. What’s the best way to figure that out, even before I apply?
Answer: When you choose a job, you’re choosing more than the actual work you’ll do. You’re becoming part of a whole culture: the environment around you, the coworkers and leaders, and the role the company plays in the broader world. Our workplace becomes a significant part of our lives. And how we feel there can influence our focus, our ideas, and our sense of well-being.
As Claudia del Hierro, a senior program manager at Microsoft’s headquarters in Redmond, Washington, puts it, “You’re going to live that culture every single day.”
Whether you’re actively seeking a new job or casually curious about what other companies are like, how do you decipher if a workplace is somewhere all employees, including those who are LGBTQ+, feel supported? We spoke with a few employees who have sought that answer for themselves. Here are their tips and advice.
Investigate the company’s track record
The Human Rights Campaign (HRC) releases an annual Corporate Equality Index, a national benchmarking tool that tracks corporate policies and practices pertinent to LGBTQ+ people. Checking that index is a good place to start, del Hierro said.
“Is the company you want to work for rated? What’s its score? That alone tells you a lot about the culture. Some companies have jumped on the LGBTQ+ train for marketing or to gain consumers but don’t really live those values,” she said. “HRC digs into policies so you can assess more deeply.”
Don’t stop there, said Sera Fernando, an assistant Microsoft store manager in Santa Clara, California, who identifies as a trans female. Fernando already worked at Microsoft when she made the decision to transition. At the same time, a transgender friend of hers was also interested in the company and was asking her about its culture. Fernando set out to learn more about how the company approached transgender people, employees, and issues. She began to research both internally, where she found Microsoft’s LGBTQ+ employee resource group GLEAM, which stands for Gay and Lesbian Employees at Microsoft and includes the entire LGBTQ+ spectrum and their allies, and externally, where she found helpful news coverage.
“Read news stories. Enter all the search terms. See what comes up. Do the research,” said Fernando, now the community codirector of GLEAM.
See how the company shows up
Supporting and participating in local and national Pride events and parades does not guarantee a welcoming workplace year-round, but it’s a clue, said Dena Y. Lawrence, a pre-sales manager for Microsoft in Dublin.
“When you’re out at a Pride parade, see which companies are showing up. You can see from a public corporate perspective which ones have embraced LGBTQ+ equality.”
Once you know whether a company lends its support publicly to the LGBTQ+ community, look closer, Fernando adds. Does the company advocate for equity, at events and in the public sphere?
“Are all LGBTQ+ groups being represented—nonbinary, genderqueer, transgender, intersex? Are those stories being shown and told? Are there signs that the company is in tune with the message year-round? Are they just rainbow-fying everything, or are there deeper commitments? What is the senior leadership team doing and saying—what is its involvement? Is it involved in the initiatives? How is the company amplifying efforts?”
See how it recruits
Beyond celebratory events, look at marketing.
Pay attention to how and where a company recruits, said Lawrence, who has served on Microsoft’s GLEAM board and has created a talk on how to assess how progressive a company is.
“Has a company taken the time and initiative to find advertising space in LGBTQ+ specific magazines or digital channels?” If so, she said, it’s an indication of a commitment to make those employees feel welcome and supported and to ensure that the company is recruiting all types of employees, she said.
See what it offers
Look as closely as you can at a company’s policies and benefits. Is there equity for LGBTQ+ employees? Are there family benefits and medical benefits that support the needs of LGBTQ+ employees?
“Go into the policies. Ask Human Resources for links to the benefits. Look closely at the language around leave, parental leave—does the language refer only to male and female partners? Updating that language means the organization has already done a lot of work internally to transform,” Lawrence said.
“If there are antidiscrimination policies that call out sexual orientation and—the holy grail—gender identity, then they have the core ingredients for inclusion.”
Talk to employees
If you have friends or networking connections who can put you in contact with employees—especially those who are LGBTQ+—grab the chance to talk with them.
“They live the culture every day. What’s on paper might not be the reality. Sometimes the reality is even better; sometimes it’s not,” said del Hierro, who serves as GLEAM’s Latin American director.
“Do they have an employee resource group that’s active? Could you be visible in that space if you wanted to be? Find people who are thriving; see what that looks like,” said Fernando.
See how the company responds to you
Don’t hesitate to ask directly in an interview about how the company supports diversity and inclusion. Take note of how those questions are received.
“There are so many companies embracing diversity and inclusion—you don’t want to work for a company where you can’t be who you are, in this day and age,” Lawrence said.
And if a company won’t support and welcome you, del Hierro said, you probably don’t want to work there.
“I was the cofounder for the National Gay and Lesbian Chamber of Commerce in Mexico, and I started my college’s LGBTQ+ alumni chapter. It’s on my CV because it’s important to me and relevant to my experience. If someone won’t consider me because of that, then I would not want the job.”