1 / 27

Career Strategies for GLBT Students

Out for work. Career Strategies for GLBT Students. Sean Sibley Craig Lodis. Career Center Services. ■ Individual appointments Self-assessment instruments Job search strategies Resume and cover letter critiques Career decision-making Mock interviews. School to the Workplace.

jaser
Télécharger la présentation

Career Strategies for GLBT Students

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Out for work Career Strategies for GLBT Students Sean Sibley Craig Lodis

  2. Career Center Services ■ Individual appointments • Self-assessment instruments • Job search strategies • Resume and cover letter critiques • Career decision-making • Mock interviews

  3. Schoolto theWorkplace • At School: • Supportive environment. • Active GLBT student groups. • Non-discrimination and harassment policies. • At Work: • Can vary dramatically in terms of support, openness and protection for GLBT employees.

  4. What Statement do you Most Identify with? A. Being “Out” is who I am. Being visible will provide me with equal treatment and support. Sexual orientation is only a small part of what defines me as a person. I am very careful about who I tell and don’t tell. C. Sharing information about myself is not preferred. I tell very few people, if anyone at all.

  5. Should I Document GLBT Activities? • Was your answer A, B or C? • Do you desire to “screen out” non-supportive employers? • Focus on skills and accomplishments you developed rather than the affiliation.

  6. Finding the Right Work Culture • What do you value most in your work environment? • What do you hope to accomplish in terms of career goals?

  7. The Big Picture • Best Cities to Live in Guide: • GLBT Friendly Cities - @ the Advocate • Workplace Policies: • Human Rights Campaign

  8. Researching Employers… • Many challenges in search of a supportive workplace. • Domestic partner benefits? • Firmly enforced non-discrimination policies? • Comfortable working environment? • Actively embraces diversity? • Welcome GLBT employees?

  9. Employer Research • Criteria used to rank employers: • Prohibits Discrimination based on Sexual Orientation • Provides Diversity Training covering Sexual Orientation • Prohibits Discrimination based on Gender Identity • Provides Diversity Training covering Gender Identity • Offers Partner Health Insurance • Offers Partner Dental, Vision, Cobra Benefits • Offers at least 3 other “soft” benefits • Has Employee Resource Group • Positively Engages the External GLBT Community • Exhibits Responsible Behavior toward GLBT Community

  10. The Interview • As with any interview situation, the key to dealing with issues of sexual orientation is to practice, practice, practice. • Make an appointment for a mock interview and practice handling questions regarding sexual orientation or involvement in GLBT groups.

  11. Do You Want To Ask Hard Questions? • It is often difficult to ask the hard questions that require answers before accepting a position: • “Will my partner be covered by my health insurance?” • “Will I be legally supported if I am harassed?”

  12. Or Choose Another Option ? • You might prefer not to bring your sexuality into workplace matters at all. • You may choose to remain silent or do without benefits because the potential employer offers a high salary or other benefits that measure higher on the list of priorities.

  13. Coming Out in Corporate America • Benefits • Support Groups (Social activities, employee groups) • Sensitivity Training (Gay 201 – recruitment and retention) • Marketing (“Rainbow Team” – targeting gay consumers)

  14. Domestic Partner Benefits • At a minimum, DPB signify the organization’s commitment to diversity. • Benefits extended to domestic partners that have traditionally been offered only to spouses of employees. • Health and life insurance • Educational grants • Access to recreational facilities

  15. Legal Landscape • Currently, federal law bars workplace discrimination on the basis of race, color, sex, national origin, age, disability and genetic information, but… • There is NO federal law barring workplace discrimination on the basis of sexual orientation and gender identify.

  16. Non-Discrimination Policies • Does the employer have a non-discrimination clause? • “XYZ is an equal opportunity employer, and does not discriminate based on race, gender, age, etc.” • Look to see if sexual orientation, gender identity and expression are included in their statement.

  17. AT&T's policy: • “All applicants and employees are protected from unlawful discrimination and harassment on the basis of race, color, religion, national origin, sex, age, sexual orientation, gender, gender identity, marital status, citizenship status, veteran status, disability or any other category protected by applicable law.” • “You should notify the EEOC, the FCC or other appropriate agency if you believe you have been discriminated against.”

  18. HRC WorkNet is a national source of information on workplace policies and laws surrounding sexual orientation and gender identity. • HRC WorkNet provides essential guidance to individuals and groups in corporate America in bringing more inclusive policies and programs to more workplaces.

  19. You Got The Job! Being a part of the team…

  20. Coming Out at your workplace… • How can I come out at work in a way that honors my individuality and works well within my current organization? • Assess your readiness • Perform at your best • Gather supporters • Conduct a trial run • Consider the timing • Have no expectations

  21. A Word About Expectations… • If you hope for the best but do not expect a specific reaction, you will probably be better positioned to respond to whatever happens.

  22. Transgender Issues • “Coming Out” and transitioning on the job. • Consider the following: • Legal Factors • Employment Factors • Personal Factors • Preparation of co-workers • Support Network

  23. Resources… • Transgender Resources- @HRC • Transgender 101: An Introduction to Issues Surrounding Gender Identity and Expression • Table of Contents: • Coming Out as Transgender • Leaving Categories Behind • Risks and Gains in the Workplace • Families and Friends of Transgender People • Facing Hate • Conclusion • HRC Related Links

  24. You Are Not Alone… • It’s important to have a couple of mentors if possible: one from your “group” and one from outside it. • Mentors can offer a broader perspective of the company culture.

  25. You Are Not Alone… • There are people out there who want to help you. • Look around. • There are subtle hints. If there is any hand outstretched… • Take it!

  26. Career Resources • Federal Globe (www.fedglobe.org) • Human Rights Campaign (www.hrc.org) • National Gay and Lesbian Task Force • (http://www.thetaskforce.org/) • Out for Work (http://www.outforwork.com) • Out & Equal (http://www.outandequal.org/) • Pride at Work (http://www.prideatwork.org/) • Progayjobs.com • Queer Resources Directory (www.qrd.org)

  27. 3rd floor Memorial Union 581-1359

More Related