How to Avoid Discrimination Based on Sexual Orientation
by Ellen Alcorn
After a string of bad job experiences in which revelations that you are gay seemed to impede your advancement, you are once again in search of employment. This time, you want to find an employer that is inclusive of all its employees, regardless of sexual orientation. Which should you do?
A. Keep your fingers crossed that this time will be different.
B. Ask the interviewer how diverse the company's workforce is regarding sexual orientation.
C. Do your homework before, during and after your interview.
If you answered C, you're on your way to finding the right job.
Prepare for the Interview
By the time you arrive for your interview, you should be a regular walking encyclopedia about the prospective employer. Go online, read newspapers, and talk to people who've worked for the company. Look for these indicators of whether or not a company is a good fit:
- Company Nondiscrimination Statement: If it doesn't include anything about sexual orientation, it's a red flag.
- Benefits Plan: A company that offers a domestic partner benefits plan to life partners regardless of sexual orientation is inclusive in its practices, not just on paper. Good news: According to one survey, a steadily rising number of employers are offering these benefits.
- Diversity Initiatives: Is there evidence of diversity initiatives in the company literature? How extensive does it seem to be? "Many people understand that a diversity initiative is often a precursor to career opportunities that await them," says Todd Campbell, manager of the diversity initiative at the Society for Human Resource Management.
- Litigation History: Has the company been in the news lately because of discrimination cases? If so, you might not want to waste the taxi fare or petrol needed for getting to the interview.
- Media References: Many publications offer annual roundups of the most employee-friendly companies. Fortune, for example, publishes a list of the 50 best companies for minorities. Don't worry too much if your prospective employer doesn't make the list. But if the company does appear, shine those shoes and get a good night's rest so you get the best possible shot at the job.
- Company Awards: "If a company has won awards for things such as the promotion of women in the workplace or community service, that's a good indicator that the company is probably inclusive," says Campbell.
During the Interview
In addition to presenting yourself as the best thing to walk through those doors since take-away was invented, the interview is a good time for you to fill in as many blanks as possible. Here's how.
- Ask Questions: If your research hasn't turned up any information about the company's diversity initiative or domestic-partner benefits plan, now's the time to ask. But don't ask questions about whether people of diverse sexual orientation hold positions of authority within the company. "The interview needs to be job-related," says Campbell. "The sexual orientation of employees is not job-related."
- Look Around When You Walk Through the Hallways: Who's sitting in the fancy offices? Whose pictures are hanging on the walls? If those depicted are all white males, this might not be the most diversity-minded office.
After the Interview
If after all that research you're still not sure about a company, you need to take a hard look at the reasons for your hesitation. Have previous bad experiences left you wary, or have you spotted some red flags along the way?
- Know Your Rights: No matter what the circumstances of your new employment are, it's always best to start with a clear picture of your rights.
- Get to Know People: The minute you start the job, make lots of connections, including with the company's human resource manager. The more allies you have now, the easier it will be to combat on-the-job discrimination down the road.
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