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Author: Jenny, lgbtq+ blogger
When I think about my own career journey, I can’t separate it from my identity as a queer person. It’s there in every interview I walk into, every workplace I join, every decision I make about what to wear, say, or share. Even in 2025, where we like to believe workplaces are more inclusive, being LGBTQ+ in the job market comes with its own set of unique and, quite frankly, exhausting challenges.
This isn’t just my story—it’s the story of many. And while progress has absolutely been made, we still have a long way to go.
The Fear of Coming Out at Work
Let’s start with the big one: coming out. For many LGBTQ+ individuals, the job hunt starts with a stressful internal debate—should I come out in my resume, in the interview, or wait until I’ve secured the job? Will it affect my chances?
A 2021 report by The Williams Institute at UCLA found that 46% of LGBTQ+ workers in the U.S. are not out to everyone at work, mainly out of fear of discrimination. I’ve been there—deciding whether to list my volunteer work with LGBTQ+ nonprofits on my resume or keep things vague just to “play it safe.”
It’s a painful trade-off. Do you stay in the closet to protect your career, or do you show up fully as yourself and risk being silently sidelined?
Subtle (and Not-So-Subtle) Discrimination in Hiring
While explicit discrimination is illegal under Title VII of the Civil Rights Act (thanks to the 2020 Supreme Court ruling in Bostock v. Clayton County), that doesn’t mean bias has vanished. It just went underground in some places.
A study by Harvard Business Review revealed that LGBTQ+ job applicants who included a signal of their identity on their resume (like involvement in a campus pride group) were 30% less likely to get a callback than their non-LGBTQ+ peers.
And it’s not just about the callback. It’s the looks you get during the interview. The sudden change in tone when they notice something that “outs” you. It’s the way they quickly shift topics when you mention your partner—if you dare to mention them at all.
I remember one interview where I casually mentioned my partner (yes, he’s a “he”), and the energy in the room changed immediately. The rest of the interview felt like a formality. I never heard back.
Being the “Only One” in the Room
Even when you land the job, another challenge begins—being the only LGBTQ+ person in the office, or at least the only one who’s out. It’s isolating. You’re constantly decoding whether your coworkers are safe to talk to, whether it’s okay to correct someone when they assume your partner is the opposite sex, or whether that “joke” was just ignorance or something deeper.
Many of us become masters of code-switching, of reading between the lines, and of editing ourselves in real-time. It’s exhausting emotional labour that often goes unnoticed.
In my second job out of college, I was the only openly queer person in a small startup. There were no pronoun options in Slack, no LGBTQ+ resource group, no HR policy around inclusion. I had to educate the team, correct awkward comments, and eventually burned out—not from the work, but from the constant mental strain.
Limited Access to Mentors and Role Models
Another challenge that’s less obvious but just as important: lack of mentorship. Career growth often relies on having mentors who’ve walked the path ahead of you. But if you’re LGBTQ+, especially if you’re also a person of color or gender non-conforming, finding a mentor who understands your lived experience is hard.
I remember craving advice from someone who not only knew my field but also understood the discomfort of being misgendered or navigating microaggressions. While allyship is helpful, there’s something powerful about learning from someone who “gets it” from the inside.
Thankfully, platforms like Out in Tech, Lesbians Who Tech, and TransTech Social Enterprises are building these spaces. But these communities are still growing, and many people don’t even know they exist.
The Pay Gap and Career Stagnation
Let’s talk money—because the gap is real. A 2022 report from the Human Rights Campaign showed that LGBTQ+ workers earn about 90 cents for every dollar earned by the typical U.S. worker. The gap is worse for transgender individuals and LGBTQ+ people of color.
Career advancement is another sticking point. Many queer professionals say they feel stuck in middle-level positions, rarely offered leadership roles, especially if they don’t conform to traditional gender norms or office politics.
I’ve had talented queer friends passed over for promotions despite outperforming their peers. Sometimes the reason is vague: “not the right fit,” or “lacking leadership qualities”—euphemisms that hide bias.
Workplace Culture and Microaggressions
Even in companies with DEI statements and rainbow logos during Pride Month, daily life can be difficult. It’s not about grand acts of discrimination—it’s the daily microaggressions.
It’s the coworker who tells you, “You don’t look gay,” like it’s a compliment. It’s being asked inappropriate questions about your body or your relationship. It’s hearing “That’s so gay” used as an insult in the break room.
Some of the worst moments aren’t the big ones—they’re the small paper cuts that add up. And often, HR isn’t trained to deal with these issues. Filing a complaint can make you “the problem,” rather than the victim.
Practical Steps That Help
Now, let me shift from problems to solutions. Because while the landscape isn’t perfect, there are ways we can protect ourselves, grow, and thrive in our careers.
1. Know Your Rights
Start with knowledge. The U.S. Equal Employment Opportunity Commission (EEOC) now interprets Title VII to protect LGBTQ+ individuals from discrimination. This means your employer cannot legally fire you or treat you unfairly because of your sexual orientation or gender identity.
If you face discrimination, you can file a complaint with the EEOC. It’s not always an easy process, but knowing your rights is your first line of defense.
2. Research Inclusive Companies
Before applying for jobs, check a company’s track record. Websites like HRC’s Corporate Equality Index rank companies on their LGBTQ+ policies. Look for inclusive benefits like gender-neutral bathrooms, healthcare that covers transition-related care, and active LGBTQ+ employee groups.
If a company has a high CEI score, it’s not a guarantee you’ll never face bias—but it’s a good sign they’re trying.
3. Network Within the LGBTQ+ Community
One of the best career moves I ever made was joining Out in Tech. Not only did I find mentors, but I also found friends, collaborators, and even job opportunities. Community is powerful.
Here are a few other platforms worth checking out:
- Lesbians Who Tech – For queer women and nonbinary folks in tech
- TransTech Social Enterprises – For trans people looking to upskill and find job opportunities
- LGBTQ+ Professionals on LinkedIn – A growing space for connection
4. Be Strategic About What You Share (But Stay True to Yourself)
You don’t have to come out in your resume or interview. That choice is deeply personal. For me, it depends on the company and how much I trust them. But I always make sure I don’t have to hide who I am once I’m in the door. That’s non-negotiable.
If being out feels unsafe, protect your peace. But if you’re able to show up fully, know that your visibility could be the sign someone else is looking for.
5. Keep a Record
If you face discrimination or bias at work, keep detailed records. Save emails, note dates, and write down what was said and by whom. This documentation can help if you need to involve HR or take legal action.
It also helps validate your experience—because gaslighting is real, and sometimes you start to wonder if you’re just “overreacting.” You’re not.
6. Invest in Therapy or Peer Support
Work stress hits harder when your identity is under scrutiny. I’ve found therapy (especially queer-affirming therapy) to be invaluable. If therapy’s not accessible, even having a trusted queer friend or joining a support group can make a huge difference.
Mental health isn’t a luxury. It’s survival.
As I reflect on the ups and downs of my own career, I know one thing for sure: being LGBTQ+ in the workplace can be hard, but it also builds strength, resilience, and community. We’re navigating more than just job titles and promotions—we’re reshaping what it means to belong.
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