Hiring Queer & Trans Designers: Part 2
In recent years, many organizations have become more vocal about supporting LGBTQ+ creatives. Pride has become more visible, anti-discrimination policies are more common, and in many countries, legislation exists to protect people from discrimination based on sexual orientation or gender identity.
But that’s only part of the story.
DEI initiatives are also being rolled back across many companies, especially in the US. For queer and trans designers, the hiring process can still carry risk. Being out is not a simple or universal experience. Some people are fully out in all areas of their lives. Others are selectively out. Some are not out at all, whether by choice, by safety, or by necessity.
If we want to hire queer and trans designers in ways that are sustainable, we need to move beyond celebration and into thoughtfulness. And there’s an economic reality too.
If companies want to ensure their products and services meet the needs of all consumers, it makes sense, commercially as well as ethically, to hire a diverse range of people. Different backgrounds and perspectives bring unexpected nuance to design that can cut through crowded markets and show greater humanity in an automated world.
1. Understand the context
Many countries have laws* intended to prevent discrimination. But legislation does not always translate into safety in real life. Bias can show up quietly: in assumptions about “professionalism,” in questions that feel slightly too personal, in hesitation around names or pronouns. And just because legislation exists doesn’t mean it’s upheld perfectly.
Queer and trans designers often navigate additional layers of calculation:
Is it safe to share my pronouns here?
Will my portfolio be judged differently if my work centers queer themes?
Will this team respect my identity beyond the hiring process?
These questions are rarely visible, but they are real. Recognizing that reality is a starting point.
It’s also important to remember that queer and trans communities are not monolithic. Race, disability, class, immigration status, and geography all shape experience. Inclusion efforts that ignore intersectionality will always fall short.
2. Start with the job description
Language in job descriptions sends signals of safety. When creating job descriptions with trans and queer folks in mind, it’s important to:
Avoid gendered language.
Be explicit about valuing diverse lived experiences.
Share salary bands transparently to reduce wage gaps and decrease discretionary bias. This also helps queer candidates assess their needs adequately.
Include clear anti-discrimination statements that reference gender identity and expression, not just sexual orientation.
If your organization offers inclusive benefits — such as gender-affirming healthcare, mental health support, or flexible leave — state that clearly. Many candidates look for this information quietly before they ever apply.
3. Follow the candidates’ lead
From email interactions to interviews and beyond, there are many moments where a candidate may or may not choose to expand upon their identity. There are a few things, however, that you can do to signal safety:
Share names and pronouns in advance.
Ensure interviewers are trained on using respectful language and avoiding common microaggressions. Some microaggressions could be: assuming sexuality (whether that’s assuming straight is the default or that it’s not based on someone’s appearance); visible discomfort with someone’s mannerisms; or dismissing pronouns.
Avoid personal questions about identity.
Focus the conversation on craft, thinking, collaboration, growth, and the job at hand.
If a candidate discloses aspects of their identity, follow their lead. Do not tokenize or treat someone as an outlier or special because of their gender or sexual identity, instead of because of their skills or individuality. Respond with the same professionalism and curiosity you would extend to anyone.
4. Thinking beyond the offer letter
Hiring queer and trans designers is not just about getting someone in the door, it’s about giving them a safe workplace. Here are a few questions to ask yourself:
Is there a clear and confidential process for reporting discrimination, that doesn’t harm employees?
Are leaders equipped to handle conversations around identity respectfully?
Are there mentorship pathways and leadership opportunities that aren’t biased?
Do policies exist only on paper, or are they practiced and reinforced?
How do you measure if your workplace and recruitment practices are genuinely serving the needs of diverse communities?
Psychological safety cannot be performative, it has to be genuine. It is built in small, consistent actions over time.
Pride campaigns are visible, and policies are important, but inclusion is daily work.
It looks like correcting a misused pronoun without defensiveness, updating systems to reflect chosen names without anyone having to ask, and listening when someone shares that something doesn’t feel right.
Queer and trans designers bring creativity shaped by resilience, imagination, and lived insight. They deserve the same stability, respect, and opportunity as anyone else — without having to educate or defend their existence in the process.
Intentional hiring is not about optics. It is about building teams that reflect the complexity of the people they design for. That begins with care, and the ability to grow.
At Good Maven, we strive to be intentional and self-critical when it comes to ensuring our own workplace and our hiring processes on behalf of clients serve the diverse needs of all humans. If you would like help refining your hiring or onboarding processes, talk to us about how we can help.
Missed the first part of this article? Read it here.
