This website provides guidance for LGBTQIA+ students on navigating the job search process. Explore legal rights in the workplace, identify personal, professional, and organizational values, and find community.
Know your Rights
Disclaimer: This website provides general information only and should not be taken as legal advice.
Colorado Protections
The Colorado Anti-Discrimination Act (CADA) prohibits discrimination in places of public accommodation, housing, and employment based on protected characteristics, including sex, sexual orientation, gender identity, or gender expression.
If you are looking for positions outside Colorado and want to see if they have similar protections, search “[State] anti-discrimination laws” or explore Movement Advancement Project’s Policy Maps
Federal Protections
Title VII of the Civil Rights Act of is a federal law that prohibits employment discrimination based on race, color, religion, sex, and national origin. As of 2020 the Title VII of the Civil Rights Act prohibits discrimination based on sexual orientation and gender identity.
International Protections
Countries will vary in their anti-discrimination laws and protections. If you are looking for employment outside of the United States, there may be commissions or government offices tasked with preventing any forms of discrimination. Below are some of those organizations:
- Consejo Nacional para Prevenir la Discriminación (CONAPRED) (MEX)
- Canadian Human Rights Commission (CAN)
- Equality and Human Rights Commission (UK)
- Fair Work Ombudsman (AUS)
- International Labour Organization for more global resources.
Employers are not allowed to treat you differently or less favorably because of your sex, sexual orientation, or gender identity. They also cannot ask questions or make decisions based on these aspects of your identity. You have the right to a workplace that is free from discrimination, harassment, and bias.
If you believe your rights have been violated, you may be eligible to file a complaint with the Colorado Civil Rights Division or the Equal Employment Opportunity Commission (EEOC).
LGBTQIA+ Job Search Considerations
Navigating the job search as an LGBTQIA+ candidate involves more than just finding a role that matches your skills, it includes finding a workplace where you can thrive authentically.
Research Inclusive Employers
Before applying, take time to explore the organization’s values and culture:
- Mission & Values: Does the company explicitly mention support for LGBTQIA+ employees?
- Community Involvement: Do they partner with or donate to LGBTQIA+ organizations?
- Social media & Public Presence: What is their public stance on LGBTQIA+ rights and issues?
- Non-Discrimination Policies: Look for explicit protections based on sexual orientation, gender identity, and expression.
- Employee Resource Groups (ERGs): An ERGs are a voluntary, employee-led group that is recognized by an employer and focused on shared characteristics or interests.
Tip: Review Human Rights Campaign Foundation’s Corporate Index to review and find companies that provide supportive policies for LGBTQIA+ employees. Search your company or find supportive workplaces here.
Healthcare & Employee Benefits
Look into the specifics of benefit packages, including:
- Gender-affirming healthcare coverage
- Mental health support
- Fertility and family-building assistance (e.g., adoption, IVF, surrogacy)
- Paid family leave policies inclusive of all family structures
- Domestic partner benefits for non-married or same-sex couples
Networking
Connect with Alumni on LinkedIn
- Search “Colorado State University” on LinkedIn.
- Click on the Alumni tab to find graduates in your field of interest.
- Look for alumni who list identities, causes they support, or inclusive organizations they’ve worked with.
- You can also start with an employer or organization and then find CSU alumni to connect with.
Request Informational Interviews
- Reach out to alumni or professionals in roles or industries you’re curious about.
- Ask if they’d be open to a 20–30-minute conversation to share insights about their career path, company culture, and advice.
- These chats can lead to future opportunities and expand your network in a low-pressure way.
Connect with Employee Resource Group (ERG) Members
- If you’re interested in a company, search for LGBTQIA+ employee groups (ERGs) within that organization. An ERGs are a voluntary, employee-led group that is recognized by an employer and focused on shared characteristics or interests.
- Reach out to members to learn about their experience and the company’s culture.
Engage with Professional LGBTQIA+ Organizations
- Find national or regional LGBTQIA+ groups in your field
- Many of these organizations offer networking events, mentorship opportunities, and job boards were inclusive employers post openings.
What to Ask: Evaluating Workplace Support and Benefits
While some of these questions can be asked in interviews, others may be better directed to HR after receiving an offer. It’s okay if your hiring manager doesn’t know all the answers. They may refer you to Human Resources for policy or employee benefits. Below are some example of questions you can ask to gauge workplace.
Navigating Gender in the Job Search Process
Legal Names and Pronouns on Resumes and Job Materials
You are not required to use your legal name on your resume, cover letter, or most online applications. You may use your chosen name unless the application specifically asks for your legal name.
You have full agency to include your legal name, chosen name, or pronouns on any job materials or during interviews if and when you feel comfortable doing so. The decision is entirely yours.
Here are some ideas for ways to celebrate small wins:
- Call or text to share the win with someone who’s rooting for you
- Write down the accomplishment in a journal or notes app
- Give yourself a sticker for each small job search win
- Make yourself a favorite meal
- Plan to spend quality time with a friend or family member
Background Checks
Background checks typically happen after a job offer is made. At that point, you will need to provide your legal name and any previously used legal names.
If you’ve applied using your chosen name, you may say:
“Thank you for the offer. For the background check, please use the legal name: [your legal name]”
Booking Travel for Interviews
If an employer arranges travel (e.g., flight or train) for an in-person interview, they will need the name and gender marker that matches your government-issued ID.
You may say: “When booking my travel, please use the name [your legal name] and the gender marker [F, M, or X] as listed on my ID.”
Associations, Organizations, and Job Boards
Agriculture and Natural Resources
Science, Health & Medicine
Law & Government
Advocacy Organizations
Business, Tech & Engineering
Liberal Arts
Please review College of Liberal Arts Job Board for a list of general employers
Additional LGBTQIA+ Resources
- Lambda Legal : Legal support for the LGBTQ community
- LGBTQ Map: Illustrates LGBTQ Policies by State
- LGBTQ Scholarships: Financial Aid for the LGBTQ Community
- Transgender Law Center: Legal support for transgender people
- Writing Conference for LGBTQ+ and Writers of Color
- Corporate Index: National Benchmarking tool on corporate policies, practices, and benefits relevant for LGBTQ employees
- Municipal Index: examines city laws, policies, and services for LGBTQ residents
Connect with The Career Center
Alexis Gomez
Career Education Manager
Office: Lory Student Center 120 W
Phone: (970) 491-1926
Email: alexis.a.gomez@colostate.edu
