Career resources for 2SLGBTQIA+ students

Being part of 2SLGBTQIA+ communities is an important part of your identity, and the perspectives and experiences that come from this are valuable and enrich any professional space and workplace. Regardless of whether, how, or when a person chooses to share aspects of identity, their lived experiences as members of these communities contribute to building more inclusive and informed workplaces.

At the same time, we recognize that barriers exist. For some, navigating decisions around workplace disclosure, coming out, and finding inclusive environments can add layers of complexity to your job search. These challenges are real, but they don’t define you or your potential. 

This guide is for all those who identify as members of 2SLGBTQIA+ communities. We acknowledge that sexuality and gender identity are distinct aspects of a person’s identity, and that experiences within 2SLGBTQIA+ communities are not monolithic.

How to evaluate an employer’s inclusivity

When exploring job opportunities, it’s important to look for environments that will support you to achieve your career goals while honouring your full self.

Start by identifying what matters most to you in a work culture, such as visible diversity, employee resources groups, or supportive mentorship.

A good place to start is to search for employers that have been recognized with diversity and inclusion awards or companies known to support 2SLGBTQIA+ organizations, though it is not the only way to determine whether a workplace culture is inclusive. You can also try researching LinkedIn profiles of current or past employees to learn from their experiences. 

Consider asking questions that help you assess the organization’s culture, values, and commitment to inclusion. For example:

  • What are others saying about their experience working with and receiving services from this organization?
  • Does the organization have any statements that welcome diverse applicants to the organization, including 2SLGBTQIA+ individuals?
  • Who are the organization’s donors or sponsors? Do they support any  2SLGBTQIA+ causes?
  • Are there any equity committees or workplace initiatives to support  2SLGBTQIA+ employees?
  • Who is on their leadership team? Do you see yourself reflected in their previous hiring decisions?

Resources for evaluating inclusivity

  • Canada’s Best Diversity Employers
    Browse the list of Canadian employers that have exceptional workplace diversity.
  • Rainbow Registered
    Look for the accreditation given to Canadian businesses with 2SLGBTQIA+ inclusive practices to support you in finding inclusive companies and jobs.

Job search sites for finding inclusive companies

The Charity Village directory lists 2SLGBTQIA+ organizations across Canada that offer jobs and volunteer positions.

You can also browse the Eluta job board, which is overseen by Canada’s Best Diversity Employers and includes companies with notable inclusive practices.

The following job boards also offer job postings from inclusive companies:

Incorporating networking into your strategy

Talking to people at networking events is a good way to learn how inclusive an organization really is. 

You may not always be able to see how an organization supports sexuality and gender diversity on the surface, but listening to stories of current and past employees can give you a clearer picture of how inclusive it really is.

Informational interviews are another great way to learn about a workplace’s culture. Below are some suggested questions you can ask to help you assess whether an employer is inclusive:

  • What does diverse staff representation look like in your organization?
  • Does your organization have an accessible gender-neutral bathroom?
  • What equity and inclusion initiatives are in place at your organization?
  • Are there 2SLGBTQIA+ social groups that foster inclusion and community at your organization?
  • Who would you suggest I talk to in order to learn more?

Resources for Mentorship and Networking

Choosing to come out at work

As you think about entering the workforce, you may find yourself wondering about how much of your identity to share with an employer. For example, should you come out at work? Will being open about your sexuality or gender identity affect your chances of landing a job? The choice to disclose your sexuality and/or gender identity is completely up to you. There is no right or wrong decision, only what feels best and safest for you. 

For some people, personal expression may reveal a 2SLGBTQIA+ identity, meaning coming out isn’t always an intentional choice. Still, it’s important to express yourself in ways that feel natural to you and to find an employer who values you as you are.

Sexual and gender identity are prohibited grounds of discrimination under the Canadian Human Rights Act. In Canada, interviewers or prospective employers are not legally permitted to ask you about sexuality and gender as a condition of employment.

You do not have to share your sexual or gender identity with an employer. If a prospective employer asks or makes assumptions about your identity, you can decline or redirect the conversation. For example, you might say: ‘Thank you for asking. Can you help me understand how my gender identity relates to the responsibilities of this role?’

In Canada, it is illegal for an employer to discriminate against you on the grounds of your sexual or gender identity. If you decide you would like to disclose, it can help to work with a coach, advisor, mentor, or peer to brainstorm strategies for sharing how you’d like to be referred to, including your pronouns.

Volunteering and networking in supportive spaces

There are many ways to get involved with 2SLGBTQIA+ communities, build your network, and gain experience. Volunteering can help you grow your skills and connect with others who share your values.

Your career doesn’t have to be limited to queer-focused organizations. What matters is finding spaces where you feel supported and represented, because connection and visibility can make a real difference.

In addition to exploring opportunities at your community centre and on campus, check out local organizations that offer 2SLGBTQIA+programming:

  • Vancouver Pride Society
    This organization plans and coordinates the Vancouver Pride parade and other events throughout the year to celebrate 2SLGBTQIA+ pride.
  • Qmunity
    A local 2SLGBTQIA+organization that offers diverse programming, including community events and support groups.
  • OutOnScreen
    An organization devoted to sharing 2SLGBTQIA+ films at the Vancouver Queer Film Festival and running a school-based program.
  • Out on the Shelves Library
    A 2SLGBTQIA+ library run by volunteers.
  • Dignity Seniors Society
    Support for 2SLGBTQIA+ seniors through research, resources and advocacy.
  • Health Initiative for Men (HIM)
    An initiative Supporting gay, bi, and queer men and gender-diverse people in achieving positive health outcomes
  • UBC CampOUT!
    A youth summer camp aimed at increasing 2SLGBTQIA+resilience and self-esteem
  • UBC Pride Collective
    A UBC student group that offers programming for 2SLGBTQIA+students and offers many volunteer opportunities.
  • Big Sisters
    A mentorship program in schools to support youth of diverse identities with academics, physical literacy, and more.
  • Sher Vancouver
    An organization that supports Queer South Asians through various services, including peer support, workshops, and refugee assistance.

Frequently Asked Questions (FAQ)

Resumes and application forms are not legally binding documents. Using your preferred or chosen name on your resume and application form is a common and acceptable practice. Although UBC uses the phrase “preferred name”, for many people, this name is not simply a preference: it is the only name they use and central to their identity. Read more about the UBC policy on names.

There may be moments during the hiring process when you are required to provide your legal name and gender marker, such as during employment background checks that some employers require as a condition of employment.

When hired into a position in Canada, you must provide legal documentation like a piece of identification displaying your legal name, your social insurance number, and, in the case of identification, a gender marker. If you use a gender marker and/or name that is different from your legal documentation, you may want to proactively brainstorm strategies to disclose the discrepancy with a prospective employer. 

Using a chosen name or pronouns that differ from your legal documents is not unprofessional. You deserve respect for expressing your identity authentically in every space, including the workplace, and during recruitment and hiring.

If your name or gender marker has changed since your previous jobs, consider letting your references know. This way, they can use your current name and pronouns when speaking with potential employers.

Your legal obligations may differ in regions outside of Canada. It’s best to research your rights and obligations for the place you hope to work in so that you can make informed decisions.

The choice is yours to make. Some students choose to highlight their involvement with 2SLGBTQIA+ organizations, while others prefer not to. Keep in mind that some employers may assume that you identify as part of the community if you’re involved with these organizations. Others may see it as a way of showing your support as an ally. 

Listing a 2SLGBTQIA+ organization is not the same as disclosing your gender or sexual identity. 

Here is a comparison of ways to list your 2SLGBTQIA+ experiences depending on whether you’re comfortable disclosing your identity or not during the application stage.

Preferring to disclose

If you prefer to disclose, you may use specific terms or job titles:

  • UBC Pride Collective, Committee Coordinator
  • QMUNITY, Volunteer Coordinator
  • StartProud’s Emerging Leader Award Recipient

Preferring not to disclose

If you prefer not to disclose, you may choose to refer to your experiences using more general terms:

  • Emerging Leader Award Recipient
  • AMS Resource Group, Committee Coordinator
  • Volunteer Coordinator, Community Resource Centre

Share this information in whatever way feels comfortable for you. Adding your pronouns to your email signature is one possible option. You may also want to consider working with your supervisor to co-create a communication plan to share your name and pronouns with your team. 

Find ideas about how to communicate your pronouns at work.

Additional resources

If you’d like to learn more or connect with supportive services, UBC offers a range of options:

Clubs, student groups, and gatherings

Talk with a Career Educator

You don’t need to navigate this journey alone. We’re here to help you identify and leverage your strengths, overcome obstacles, and ultimately connect with workplaces that celebrate you for who you are. Every step you take is an opportunity to build a career that aligns with both your professional goals and your authentic self. 

The UBC Career Centre offers a range of events, workshops, programs, and one-on-one appointments that can help you explore possibilities and take your next step.