Should LGBTQ+ students hide that from potential employers for fear of being discriminated against?

Navigating the job search process can be a daunting task for any college or university student, but for members of the LGBTQ+ community, an additional layer of concern often looms: whether to disclose their identity to potential employers. The fear of discrimination is real, and students may wrestle with the decision of whether to be fully open about who they are or to conceal parts of their identity to avoid bias in the hiring process.

Should LGBTQ+ students hide their identity during the job search? Here are several factors to consider:

1. Workplace Culture and Inclusivity

Some companies have made great strides in fostering inclusive environments where diversity is celebrated. These organizations often have strong policies supporting LGBTQ+ employees and publicly commit to equality. Researching a company’s values and culture is a good first step for students. If the company explicitly supports LGBTQ+ employees—through diversity programs, Employee Resource Groups (ERGs), or inclusive benefits—it can be a sign that they are serious about creating a welcoming space. For these employers, being open about one’s identity might not only be safe but could even be advantageous, as diversity is often valued.

However, not all companies are equally progressive. In some industries or geographic locations, LGBTQ+ inclusivity may not be as prevalent. Students might need to gauge whether the company appears to genuinely support diversity or if it’s more performative. This might help them decide how comfortable they feel disclosing their identity.

2. Legal Protections

In the U.S., federal protections against employment discrimination based on sexual orientation or gender identity were solidified in Bostock v Clayton County, Georgia, a 2020 U.S. Supreme Court ruling under the Civil Rights Act. This ruling made it illegal for employers to discriminate against LGBTQ+ employees. That said, the level of enforcement and workplace practices can vary from one employer to another. While these legal protections provide a layer of security, they might not completely eliminate bias, conscious or unconscious, during the hiring process.

Depending on where students live or plan to work, local and state protections could offer additional support, but students should be aware that the law doesn’t always prevent subtle discrimination that could occur during interviews or screening processes.

3. Visibility vs. Safety

One of the core dilemmas for LGBTQ+ students is balancing visibility with safety. Some feel empowered by being their authentic selves and may see the job search as an opportunity to connect with organizations that align with their values. For others, especially those entering industries that may be more conservative or less inclusive, safety may take precedence.

There’s no one-size-fits-all answer. Some students may feel comfortable disclosing their LGBTQ+ identity if they’re confident about the company’s stance on inclusivity, while others may prefer to wait until they’ve secured a position and assessed the workplace environment before making any disclosures.

4. How to Present Information

Students may not always need to explicitly mention their LGBTQ+ identity on their resumes or during interviews unless it’s directly relevant to their professional experience. For example, if they’ve worked with LGBTQ+ organizations or participated in related advocacy work, they may choose to highlight those experiences based on the company’s culture and the role they’re applying for.

In these cases, students could present their involvement as leadership, project management, or community engagement without necessarily focusing on the LGBTQ+ aspect—unless they feel the employer would value that specific experience. This allows them to showcase relevant skills while retaining some discretion.

5. Personal Preferences and Values

At the end of the day, the decision of whether to disclose LGBTQ+ identity is deeply personal. Some students might choose to lead with their identity as a form of activism or self-expression. Others may prioritize securing a job in their field and feel more comfortable waiting until after they’re hired to gauge the company’s environment.

Neither approach is wrong. What’s most important is that students weigh their comfort level, research potential employers, and consider the broader context in which they’re applying. Ultimately, every student deserves to work in a place where they feel respected and valued for who they are.