LGBTQ+ careers support

Finding employers committed to LGBTQ+ inclusivity can be facilitated by attending employer events and fairs that are listed on the Careers Network Events page.

You can also get a detailed overview of their corporate culture and inclusivity efforts by looking through their respective profiles on LinkedIn. There are several online platforms dedicated to helping LGBTQ+ students find internships and job opportunities, offering online resources too.

Resource list

• ENEI (The Employers Network for Equality and Inclusion) - lists over 400 employers championing diversity and inclusion
• Inclusive Employers - lists over 400 UK organisations committed to LGBTQ+ inclusivity
• LGBT+ Jobs – supports LGBTQ+ candidates to find inclusive employers
• myGwork is a global LGBTQ+ professional networking and talent platform offering a space to find jobs and access to mentoring, events, and inclusive employer connections
• National Student Pride - organises a national Careers Fair dedicated exclusively to LGBTQ+ people
• Proud Employers - dedicated to supporting LGBTQ+ people find roles with organisations committed to diversity and inclusion
• Stonewall’s Global Workplace Equality Index - the definitive benchmarking tool for global LGBT workplace equality, designed to meet the specific needs of multinational organisations.

Gaining work experience during your studies can be an invaluable way to explore how LGBTQ+ identities are navigated in professional settings. Internships, part-time roles, and placements allow you to observe workplace culture firsthand and assess how inclusive an organisation truly is beyond its policies. These experiences can help you develop confidence in managing disclosure decisions, understand what support networks exist, and practice strategies for being authentic in environments that feel safe. They also provide insight into how inclusion may differ across teams or locations. By starting early, you can build a personalised approach to authenticity that works for your circumstances and prepares you for diverse professional contexts.

Also, there are many ways to do this, either through our programmes at UoB or with external organisations. Work experience does not have to be a full-time internship — it can be something which fits around your studies during term time or the holidays. University policy is that all students are restricted to working a maximum of 20 hours a week during term-time to ensure that you balance your studies with any part-time employment (please review the Worklink intranet page for further guidance). Please also note that students on a student-route visa are subject to additional restrictions on work during term time.

Work experience can also include volunteering, such as charity work or even involvement in running a society at the Guild of Students.

The University ’s Careers Network offers work experience programmes, such as:

• Impact Challenge (for eligible penultimate and final year undergraduates)
• The B-Experienced Internship Programme (for all students and recent graduates with no or limited work experience)
• The Birmingham Project (for all first-year undergraduates)
• Masters Consultancy Challenge (for all postgraduates)
• Worklink advertise part time jobs at the University for current students

For further information regarding work experience, please visit Careers Network’s Work Experience and Internships webpages.

External opportunities

• GAY TIMES: FUTURE NOW — runs an internship programme which supports the writing careers of LGBTQ+ people
• Spectra — offers volunteering opportunities for people of trans experience
• LGBT Jobs — lists internship and voluntary opportunities for LGBTQ+ individuals
• Consortium — lists internship and voluntary opportunities for LGBTQ+ people

Mentoring schemes and networking opportunities give students the chance to connect with industry professionals who share similar values and experiences. These interactions can spark meaningful conversations about personal identity and career development, helping you gain clarity on your goals and practical advice on how to achieve them.

Beyond guidance, these connections often provide insights into industry trends, strategies for overcoming workplace challenges, and even access to potential job opportunities. Building a strong professional network early can be a powerful asset throughout your career.

At the University of Birmingham, for example, the longstanding LGBTQ+ Mentorship Scheme pairs students with professionals from the LGBTQ+ community, creating a supportive space to share experiences and explore approaches to navigating LGBTQ+ matters in professional environments. Below is a reflection from one of our mentors on the value of building a strong professional network as an LGBTQ+ individual:

Once you are in employment you can also be mentored or even learn to become a mentor to students yourself! 

Internal support

• Careers Network Mentoring
• Alumni Leadership Mentoring Programme
• Careers Network LGBTQ+ Mentoring Scheme — supporting LGBTQ+ students to be happy and fulfilled 
• Rainbow Network — a group which offers support to LGBTQ+ PGR students and staff at UoB

External support

• LGBT Great Mentoring Programme Connects LGBTQ+ students and graduates with mentors and allies across industries worldwide. Offers both traditional and reverse mentoring, plus toolkits and testimonials to support career growth.
  
• The Alliance Network brings together LGBTQ+ professionals and staff networks in the Midlands (for existing working professionals)
• Career Accelerator (LGBT+ Business Youth Mentoring) delivers structured 1:1 mentoring programmes three times a year for 18–30-year-olds. Matches mentees with LGBTQ+ mentors and allies at inclusive companies
• Gendered Intelligence is a trans-led and trans-involving charity that works to increase understandings of gender diversity and improve the lives of trans people. They deliver a range of services, projects and activities to trans, non-binary, and gender questioning people

Whilst you’re a student at the University, you should ensure you engage with all the support available alongside Careers Network and utilise opportunities to hear from students and graduates who come from a varied range of backgrounds, sharing their success stories and what helped them the most.

The University delivers an enriched programme of events to celebrate LGBTQ+ History Month every February. Supported by the Student EDI Team, we also have an annual joint parade team at Birmingham Pride with other local universities. You also might like to consider joining LGBTQ+ (Lesbian, Gay, Bisexual, Transgender and Queer+) Association within The Guild, which focuses on uniting all UoB LGBTQ+ students through social events to meet other LGBTQ+ students, get involved in campaigns, and student activism in LGBTQ+ related areas. You can view the range of student groups currently running through The Guild’s webpage.

There are also department-specific LGBTQ+ groups at the University. Students in Science, Tech, Engineering, and Math might also want to look into oSTEM at Birmingham, which provides industry-specific networking and leadership opportunities through conferences and committee roles.

Joining one or more of these groups can build employability skills such as communication, time management, project management, organisation, creativity, problem solving and teamwork. Volunteering groups are also listed to add to your skills and widen your network.

One important consideration is whether to disclose your sexual orientation or gender identity. This is a deeply personal decision, and there is no single “right” answer. You may face this choice at different stages: during the application process, at an interview, or once you are in the workplace. Coming out at work can foster authenticity and connection, but it should only happen when you feel safe and comfortable.

Employers often request diversity information to monitor and improve their Equality, Diversity, and Inclusion (EDI) practices. Collecting this data helps organisations identify gaps, ensure fair recruitment and progression opportunities, and measure the effectiveness of their inclusion strategies. For example, understanding representation across different groups can inform targeted support and training initiatives. This information is typically used in aggregate form and should never influence individual hiring decisions.

When UK employers collect personal data, they must comply with the General Data Protection Regulation (GDPR). This means your information must be processed lawfully, fairly, and transparently. Employers are required to explain why they are collecting the data, how it will be stored, and who will have access to it. Providing diversity information is always voluntary, and you have the right to decline without any negative impact on your application. GDPR also gives you rights to access, correct, or request deletion of your data, ensuring that your privacy is protected throughout the process.

Being your authentic self at work can have many benefits. It often leads to stronger relationships, greater job satisfaction, and improved mental wellbeing. When you feel comfortable bringing your whole self to work, you can focus on your role without the stress of hiding aspects of your identity. Authenticity can also help you build trust with colleagues and contribute to a more inclusive workplace culture. However, authenticity looks different for everyone. Some people choose to be open from the start, while others prefer to share gradually or not at all. All approaches are valid.

Before making decisions about disclosure, it’s important to examine the culture of the organisation you’re considering. Look for signs of inclusion, such as LGBTQ+ employee networks, diversity policies, and recognition from benchmarking tools like Stonewall’s Proud Employers Accreditation. You might also want to consider if the company has an EDI department, a dedicated Diversity and Inclusion Manager/Officer, or schemes such as Diversity Champions or Ambassadors.

These indicators can help you assess whether the environment supports authenticity.

If your role involves international travel or working with overseas offices, consider the legal and cultural context in those regions. LGBTQ+ rights and protections vary widely across the world, and in some countries, being open about your identity could pose risks. You may find it helpful to review the UK Government Foreign Travel Advice pages, as well as their pages on travelling as an LGBTQ+ individual. In these situations, a personalised strategy is essential — one that balances your safety, comfort, and professional goals. Authenticity doesn’t have to mean full disclosure everywhere; it means finding an approach that feels right for you in different settings.

Ultimately, being authentic is about empowerment, not pressure. Take time to reflect on your values, research potential employers, and develop a plan that works for your individual circumstances. Your strategy can evolve as you gain experience and confidence, and that flexibility is part of navigating a successful career. Remember, if you need support in developing your strategy for how to be authentic in your work identity, the LGBTQ+ Mentoring Scheme can connect you with a mentor to help discuss this.

Explore the range of support that Careers Network can provide to navigate the recruitment process. When researching employers, ensure to be thorough in getting a clear understanding of them, including:

• Their ‘About Us’ section as a first step

• LinkedIn profile – their activity, connections and followers, as well their other social media channels
• Policies – do they have updated policies in place so they are clearly accountable for equality in their workplace?
• Have they been formally listed as an LGBTQ+ inclusive employer, or received any awards? View the resources listed above in ‘Connecting you to inclusive employers’
• Employee networks and mentoring initiatives – this can be a great indicator for the company’s values
• Keep up to date with industry news and blogs
• Learn more directly from them – contacting them through phone or email, connect with them at careers fairs or employer events

By looking through their purpose and the programmes that they support, students and graduates can understand if they resonate with the company values and if they would be able to succeed at their workplace.

Remember, you can also access the Careers Network LGBTQ+ Mentoring Scheme if you need support in planning a coming out strategy, or deciding on how to be your most authentic self in the workplace.

Entering the workplace as a trans or non-binary employee can feel daunting, especially considering the evolving legal landscape on the definition of sex under the Equality Act 2010. While employers are legally obligated to manage single-sex spaces and sex-related matters according to the law, it is important to remember that gender reassignment remains a protected characteristic. This means trans employees are legally safeguarded against discrimination, harassment, or victimisation because of their trans status.

Whilst non-binary status is not explicitly named as a protected characteristic under the Equality Act 2010, it could be protected in practice under certain circumstances under the characteristic ‘gender reassignment’.

Under the Equality Act, ‘Gender Reassignment’ can apply to anyone proposing, undergoing, or having undergone transition, including those who have not undergone medical or surgical transitioning or applied for a Gender Recognition Certificate (GRC). "Understanding your rights is the first step to feeling confident and prepared.

Support

Many employers, especially large organisations, have guidelines on supporting trans and non-binary employees, including transition plans, pronoun use, and access to facilities. If these details are not readily available, do not hesitate to ask their Human Resource department or their recruitment team. Framing your needs early, such as preferred name, pronouns, and any inclusive arrangements, sets positive expectations and helps avoid misunderstandings later.

Access to facilities

Access to facilities and activities involving single-sex spaces in the workplace can be complex. Although provision of gender-neutral or single-person facilities or alternative options may vary, employers have a legal duty to accommodate the needs of trans and non-binary employees. Therefore, you can request reasonable adjustments from employers for finding a practicable and proportionate solution that respects your dignity and complies with legal requirements.

Beliefs in the workplace

It’s important to recognise that conversations around gender identity in the workplace can be deeply personal and challenging for trans and non-binary individuals.

Under the Equality Act 2010, philosophical beliefs, including gender-critical views, are recognised by law as protected characteristics. This means individuals are legally entitled to hold and express such beliefs in a lawful manner without discrimination. However, it’s important to point out that this protection does not override the legal safeguards for trans and non-binary employees against harassment, discrimination, or victimisation. Employers have a responsibility to balance the needs and rights of people of different protected characteristics in the workplace.

Respectful dialogue and clear policies are essential to ensure that freedom of belief and dignity for all colleagues coexist in a professional and inclusive environment. When considering whether to disclose your gender identity, it is important to consider the information above alongside the culture of the workplace.

Crucially, if a workplace conversation makes you feel uncomfortable, consider reaching out to your manager or your Human Resources team for support. Many organisations also have union representatives who can advocate for your rights. Additionally, you can seek guidance from trans and non-binary rights advocacy organisations for further advice and resources.

Name changes in the workplace

If you’re undergoing transition, it may be helpful to think about how a legal name change could affect your experience at work. For example, in the UK going through a formal name change process can allow you to more easily update your name on your employer’s records.

In particular, employers in the UK must use an employee’s legal name and binary gender remarks when reporting to HMRC. While preferred or chosen names may be used internally, they cannot replace the legal identity required for payroll and statutory reporting.

Please note however that the process for making a legal name change is highly specific to your own national government's policies and culture. If you require a UK work visa, any changes to your legal details, such as name or gender, must be reflected on your visa or Biometric Residence Permit (BRP). This may involve updating or reapplying your visa, so it’s important to seek professional immigration advice before making changes.

If you are a UK national, you may find articles such as Transactuals guide to name changes helpful. Otherwise, you would need to research the guidance for your home country.