LGBTQ+ flag

LGBTQ+

Identifying Positive Employers

Many graduate employers are recognising the benefits of recruiting a diverse workforce, with some companies developing initiatives to involve and support LGBTQ+ staff.

Internships & Work Experience

There are a number of internships that have been designed to help LGBTQ+ students and graduates gain valuable work experience.

  • Inside & Out Investment banking internship open to 1st and 2nd year university LGBT students.
  • DiversCity in Law Event for LGBT students interested in a career as a lawyer in the city.

Disclosure

Coming out is personal and different for everyone. While many are out in their personal lives, they may not want to come out at work.

Should I come out at work or during the recruitment process?

This is an entirely personal decision; you do not have to disclose your sexual identity at any point during the recruitment process and you should not be asked about it by an interviewer.

If you want to highlight any actions you took as part of an LGBTQ+ student society or similar – as good evidence of your skills – you can do so without having to disclose your sexual identity.

Do I need to disclose that I am trans at work or during the recruitment?

No, there isn’t a legal obligation and you do not have to disclose your gender identity to be protected by the Equality Act 2010.

Particularly if you plan to transition, the Equality and Human Rights Commission (EHRC) and other organisations recommend that you discuss your gender identity with your employer so that they can support you, but it remains a personal choice.

Your Rights

The Equality Act 2010 makes unlawful any direct or indirect discrimination, harassment or victimisation on the grounds of sexual orientation, which covers heterosexuality, homosexuality and bisexuality.

The Equality Act 2010 also makes unlawful any direct or indirect discrimination, harassment or victimisation due to gender reassignment. Gender reassignment refers to 'people who are proposing to undergo, are undergoing, or have undergone a process (or part of a process) to reassign their sex by changing physiological or other attributes of sex'; this does not need to involve medical intervention.

Under the act, the person has to have proposed to undergo gender reassignment, but they can change their mind and not carry through with the process.

The Gender Recognition Act 2004 enables trans people who have transitioned at least two years previously to apply for a Gender Recognition Certificate (GRC). This ensures that in law they have the rights and responsibilities associated with their gender identity, so, for example, they can receive the state pension and other benefits at the relevant age. Trans people who are required to undergo a criminal record check by the Disclosure and Barring Service or Disclosure Scotland as part of a recruitment process can have a confidential check so that their previous name/gender isn’t disclosed to an employer.

See also:

Accordion