Do Pronouns Hurt Your Job Search? What to Know
Discover how pronouns impact job searches for gender-diverse candidates. Get expert tips and resources to navigate hiring discrimination and find inclusive employers.
In this newsletter edition, I will address a topic that may cause discomfort for some, yet it is crucial to discuss in order to grasp how pronouns can impact your job search and what steps you can take to address them.
You might have noticed a growing trend lately: more and more people are choosing to list their pronouns (like she/her, he/him, or they/them) right on their LinkedIn profiles and resumes.
Many candidates also wonder: Could putting my pronouns on my resume help or hurt my chances of landing an interview?
The Research Study
In a study, economist Taryn Eames set out to investigate how listing pronouns on resumes affects job seekers' chances of getting an interview (Eames, 2024). Eames conducted a rigorous resume audit study, where thousands of fictitious resumes were submitted to real job postings across the U.S. Some resumes listed pronouns next to the applicant's name, while others did not.
The results? Listing "they/them" pronouns, which indicates a nonbinary gender identity, reduced the likelihood of positive employer responses by 5.4 percentage points (Eames, 2024). That's a significant difference in callbacks!
But here's where it gets really interesting. Eames found that 67% of the discrimination faced by "they/them" applicants was directly due to their nonbinary identity, rather than the act of disclosing pronouns itself (Eames, 2024). In other words, it wasn't just listing pronouns that hurt their chances - it was being nonbinary.
The location where people are applying for a job also matters! In Republican-leaning areas, "they/them" applicants faced nearly double the discrimination compared to Democratic-leaning areas (Eames, 2024).
While no countries outright ban the use of pronouns, several regions have implemented specific restrictions regarding pronoun usage, particularly in the context of gender identity. For instance, in the United States, states such as Idaho and Florida have passed legislation that limits the use of preferred pronouns in schools and government institutions. In Idaho, House Bill 538 prohibits government entities from compelling public employees to use pronouns that do not correspond to an individual's biological sex. (WUSF )
What It Means for Job Seekers
Alright, let's get real for a minute. This study's findings might be a bitter pill to swallow, especially if you're a nonbinary or gender-diverse job seeker. It's tough to hear that being your authentic self could potentially hurt your career prospects.
But knowledge is power, right? By understanding the realities of hiring discrimination, you can make more informed choices about how and when to disclose your pronouns during your job search.
Now, let's be clear: you should never have to hide who you are to get a job. But at the same time, it's okay to be strategic and prioritize your own safety and well-being. If you're applying for jobs in a conservative area or industry, for example, you might choose to wait until after scoring an interview or offer to share your pronouns.
On the flip side, if you feel comfortable being out and proud from the get-go, go for it! Listing your pronouns on your resume can be a powerful way to filter out employers who don't align with your values.
Just remember: even if discrimination happens, it's still illegal in many places to make hiring decisions based on someone's gender identity. You have rights, and there are resources out there to support you.
At the end of the day, the choice to disclose your pronouns is deeply personal. Trust your gut, do your research, and don't let fear hold you back from being true to yourself.
Other Considerations
Before we move on to some practical tips, let's touch on a few other important points from the study.
First off, while discrimination against nonbinary "they/them" applicants was clear-cut, the evidence was less conclusive for presumed cisgender applicants who listed binary pronouns like "she/her" or "he/him" (Eames, 2024). So if you use binary pronouns, it's harder to say how listing them might affect your job search.
It's also worth noting that this study focused specifically on entry-level jobs that don't require college degrees (Eames, 2024). The impact of pronoun disclosure could play out differently for higher-skilled or professional roles.
And of course, discrimination likely varies a ton depending on the industry and company culture. Some fields, like tech or academia, might be more welcoming of gender diversity than others.
The takeaway? There's no one-size-fits-all answer to whether you should list your pronouns. It depends on your unique situation and comfort level.
Tips for Gender-Diverse Job Seekers
Alright, let's get down to brass tacks. If you're a gender-diverse job seeker, here are some concrete steps you can take to navigate the job search process:
Do your homework: Before applying to a company, scope out their culture and policies. Do they have a non-discrimination statement that includes gender identity? Do they participate in LGBTQ+ recruiting events or have employee resource groups (ERGs) for queer and trans staff? These can all be green flags that a workplace values inclusion.
Network with insiders: Try to connect with current or former employees who can give you the scoop on what it's really like to work somewhere as a gender-diverse person. They can help you gauge whether listing pronouns on your application is likely to be viewed positively or negatively.
Tap into community resources: Look for LGBTQ+ professional associations or job boards in your field. They can be great places to find employers who are actively seeking to hire gender-diverse talent.
Consider your timing: If you're on the fence about disclosing your pronouns, remember that you don't necessarily have to do it right away. You can always wait until after you've scored an interview or job offer to share more about your identity.
Prioritize your well-being: Job searching is stressful enough without worrying about discrimination. If being out and proud on your resume feels important to your mental health and authenticity, then go for it! But if you need to be more discreet for safety reasons, that's valid too. Put your own needs first.
The bottom line? There's no single "right" way to be a gender-diverse job seeker. Do what works for you, and don't be afraid to ask for support along the way.
The Big Picture
Let's zoom out for a minute and look at the broader context here. Studies like this one by Eames (2024) shine a harsh light on the ongoing reality of hiring discrimination against gender-diverse people. And that's a bitter reality to confront.
The truth is, no one should have to conceal or downplay their identity just to get a job. We should all have the freedom to show up as our full, authentic selves at work - pronouns and all!
But we also have to acknowledge that we're not there yet as a society. Bias and discrimination are still rampant, and not everyone has the privilege of being out and proud in every context. For many folks, especially those just starting out in their careers, discretion can feel like a necessary survival strategy.
So to all the gender-diverse job seekers out there: please know that you're not alone in facing these challenges. It's not your fault, and it's not a reflection of your worth or competence. You deserve to be treated with respect and dignity, period.
Studies like this one will open more people's eyes to the barriers that gender-diverse candidates face in the hiring process. And I hope those revelations spur real change - in the form of more inclusive policies, practices, and cultures across the employment landscape.
But until that change comes, keep taking care of yourselves, leaning on your support systems, fighting for your rights, and knowing that you have a whole community of allies rooting for your success today and always.
Career Resources
Navigating the job market as an LGBTQIA+ individual can present unique challenges, but numerous resources and organizations are dedicated to supporting diverse job seekers.
From job boards that connect candidates with inclusive employers to professional networking groups and advocacy organizations, these resources aim to create equitable workplaces and provide valuable career development opportunities.
This guide compiles some of the most effective job search resources, helping you find supportive work environments and connect with a community that champions diversity and inclusion: