As a hiring manager…

2 min read · August 1, 2025
New Power Labs

Two resumes land on your desk. Both female candidates, Sarah and Ashley, have the same education, the same qualifications and relevant experience. 

The only difference is that Sarah lists experience as a secretary at a 2SLGBTQIA+ student organization. Ashley, on the other hand, lists the same role at a progressive, non-LGBTQ student organization.

Who would secure an interview? 

This 2016 study by Mishel found that resumes linked to 2SLGBTQIA+ organizations had a callback rate of 12%. Those without had a response rate of 17%. Women perceived as 2SLGBTQIA+ were 30% less likely to advance to the interview stage, compared to those perceived as heterosexual.

Similarly, a 2017 study by Baert found that gay men’s likelihood of getting hired drops with employers’ risk aversion: risk-averse employers were 31.7% less likely to hire candidates with experience in 2SLGBTQIA+ organizations. Researchers suggest that perceived “risk” – such as potential coworker discomfort, client reactions, or uncertainty about job fit – can drive discriminatory behaviour.

Perceived association with 2SLGBTQIA+ identities leads to discrimination in the hiring process. Bias, whether conscious or unconscious, still shapes opportunities.

Narinder

New Power Labs

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