The career and graduate/professional school search process is a time when you’re trying to figure out who you are and what opportunities you want. With so many employment options and graduate/professional development programs available around the world, and depending on what you want to accomplish with your life, there's something for everyone. Many of them may appear to be viable possibilities in professional life, but do they meet your needs and aid in your growth? How do you filter down the options to a small list that will get you closer to your professional goals while also honoring who you are as a person? The following are a few questions to consider as you gain information on options and opportunities during your search process: 

• What does the organization, institution, or program’s website say? Consider not only words on a homepage, in a mission or vision statement, or HR page, but also images and more subtle information regarding paid leave and holidays, healthcare and childcare options, employee resource groups/services, etc.

• Can you get a sense of who leads and works for or within this organization, institution, or program from an About Us, Our Staff, or other personnel pages with names and photos? Are there ways to read about individuals’ values, interests, education, and training through staff, student, or faculty bios? 

• Are there clear ways to get involved in employee resource groups or other social or mentoring activities, as stated on the website or social media of your organization, institution, or program of interest? If you wanted to meet and learn from others, how difficult would it be for you to make connections and build those relationships?

• What else is critically important to you regarding your next employer, institution, or academic program, and how could you conduct preliminary research to determine potential alignment with your needs, goals, and values? Consider informational interviewing, VCU Link and LinkedIn connections with alumni, and third-party tools like GlassDoor as resources for exploration ahead of applications and interviews. 

Employers/job search

• What kind of group training exercises do team members, managers, and leaders participate in? Who leads these trainings and are they mandatory or optional? 
• Does this organization have employee resource groups or opportunities to intentionally develop networks and mentorships with other employees based on shared experiences, if interested?
• How are team members rewarded and recognized? What does appreciation look like here?
• How does this team handle differences of opinion or approach? Can you provide an example of healthy conflict management within this organization?  
• How are ideas and feedback solicited, shared, and discussed within this office/organization?
• Who tends to be consulted and how before decisions are made within the organization/office?
• How is professional development encouraged and supported (e.g.,coaching, time, funding, suggesting opportunities, invitations to research or co-present) within this office/organization?
  
• What kind of efforts and programs are in place to continue to grow the organization and develop employees for future leadership roles?  
• When it comes to directly supporting employees, where do you think the organization needs to improve most? 
• What kind of childcare options or other support exists at this organization? 
• What is the structure for paid holidays and time off within this organization/program, and how are team members/students supported if they need to take off work when the office/institution isn’t otherwise closed? 
• What are the standard benefits related to medical leave or addressing potential needs related to health, wellness, and caretaking?
• What are the standards of professional attire for this organization?
• What is the structure for paid holidays and time off within this organization/program, and how are team members/students supported if they need to take off work when the office/institution isn’t otherwise closed?

Graduate/professional school programs

• Does this program or institution have ways that students can intentionally develop networks and mentorships with others who share similar life experiences? 
• How do individuals within this program handle differences of opinion or approach? Can you provide an example of healthy conflict management within this program?  
• How are ideas and feedback solicited, shared, and discussed within this program? 
• How is professional development encouraged and supported (e.g.,coaching, time, funding, suggesting opportunities, invitations to research or co-present) within this program?
• How do you prioritize social engagement opportunities that different cohort members feel comfortable participating in? 
• When it comes to directly supporting students, where do you think the program or institution needs to improve most? 
• What does work-life balance or work-life integration mean for this program? What kind of flexibility do students have to take care of responsibilities at home or other personal commitments? 

Examples of identity-specific questions: 

• What kind of childcare options or other support exists at this organization? 
• What are the standards of professional attire for this organization?
• What is the structure for paid holidays and time off within this organization/program, and how are team members/students supported if they need to take off work when the office/institution isn’t otherwise closed? 
• What are the standard benefits related to medical leave, short- or long-term disability, or other potential needs related to health, wellness, and caretaking?

Deciding when and how to disclose elements of one’s identity to others, especially in professional or academic settings, is a personal, nuanced, and potentially difficult choice. It is not often clear if and when sharing information about our mental or physical health, gender identity or expression, family structure or plans, religious beliefs, political affiliation, sexual orientation, ability status and accommodation needs, or other identities is safe to do, even if these things have a direct impact on our career decision-making process and/or workplace needs. 

Legally, there is very little an individual is required to share prior to applying for or accepting a job, internship, or graduate/professional school program offer (see details on illegal interview questions below), and many of our intersecting identities are not necessarily visible or clear without explanation. However, as one seeks to find a supportive environment or best fit for their own core needs and values, there may be benefits to sharing key pieces of information during the networking or hiring process. 

Being forthright about certain elements of one’s identity can help ensure there is support and flexibility available at a given organization or institution before deciding to work/go there, and help determine where one could actually thrive and be able to be most authentic on a daily basis. While the commonly-used adage of “if they knew about [insert identity/situation] and weren’t supportive, would you really want to work there?” may apply, every situation is different and it will always be up to each person to decide if, when, where, how, and with/to whom to disclose. Our team of career advisors is always here to help if you want or need guidance on your specific situation, to practice your own language around disclosure in professional settings, and to determine what may work best for you. 

Illegal questions

In the United States, it is illegal for potential employers to ask you about any of the following during the hiring process. While sometimes well-intentioned, these questions can lead to discrimination in the recruitment and selection process and direct answers should be avoided or deflected until or unless an individual wants to share any of this information with their new employer:

• marital or relationship status 
• current or future parental or caretaking responsibilities (including pregnancy)
• religious practices
• political affiliation
• race or ethnicity
• nationality or citizenship 
• sexual orientation
• age
• disability/ability status 
• sex or gender identity/expression
• housing/living situation
• arrest record (for most employers)

If you are asked about any of these topics during an interview, application process, or networking conversation, you can decline to answer, redirect to a related skill or competency you’d like to highlight, or use this as an opportunity to disclose, only if you feel comfortable doing so (e.g, if work-life balance is highly important to you, mentioning your family in the interview may give you a chance to see if there is value alignment with your potential supervisor or the organization more broadly; sharing your pronouns or name of use could give you more confidence throughout an interview instead of constantly being deadnamed or misgendered throughout the experience). If you are asked an illegal question during an interaction with an employer you connected with through a Handshake posting, VCU Career Services event, and/or Federal Work-Study position, please contact the VCU Employer & Experiential Development Team at hirevcurams@vcu.edu for support. For additional guidance and practice on how to navigate illegal questions or topics, we encourage you to meet with a career advisor. 

For additional support

• Make an appointment with a Career Advisor to discuss your specific situation
• InsideHigherEd: Being Authentic While Maintaining Privacy
• VCU Student Accessibility and Educational Opportunity (SAEO) Office
• VCU Office of Multicultural Student Affairs (OMSA) 
• VCU University Counseling Services

Events

• Becoming a First-Generation Graduate and Professional
• Diversity Career and Internship Fair 
• Diversity Networking in Action (DNA) Events
• On-Campus Employment as an International Student Workshop
• VCU PRIME Events (e.g., Healthcare Mixer, Clinical Experiences Panel)
• Working While Black panel
• Working While Latinx panel
• Working While Queer panel

Inclusive professional attire advice

• Feminine Style Guide
• Masculine Style Guide
• Gender Neutral - Femme Presenting Style Guide
• Gender Neutral - Masculine Presenting Style Guide

• General
• DiversityEmployers 
• DiversityJobs 
• FastCompany - "10 Interview Questions to Determine if a Company is as Inclusive as it Claims"
• Glossary of terms related to diversity, equity, and inclusion (Colorado State University) 
• National Association of Colleges and Employers (NACE)
• Scouted - "13 Questions you should ask to understand if a company cares about diversity, equity, and inclusion"
• The Crown Act legislation
• TINYpulse - "How to Create an Inclusive Workplace"
  
  
• Disability-Related Resources
• AAPD Disability Equality Index 
• Ability Jobs 
• AbilityLinks
• AskJAN - resources for individuals with disabilities approaching the job search process and employer organizations
• disABLEDperson.com
• Getting Hired - Database of jobs with employers dedicated to hiring professional individuals and veterans with disabilities.
• Inclusively - Provides people with disabilities equal opportunities to get hired and succeed at work. Matches candidates and their Success Enablers (accommodations) with employers who want their commitment to diversity to be truly inclusive.
• ourability.com
• recruitdisability.org
• USAJobs - federal hiring practices for individuals with disabilities
• WRP - workforce recruitment program specific to students with disabilities 
  
  
• LGBTQIA+ & Gender Identity-Related Resources 
• Coming Out as Non-Binary at Work
• Out & Equal Workplace Advocates - Organization working exclusively on LGBTQ workplace equality. Resources, programs, events, and opportunities. 
• VCU Call Me By My Name Resources - relevant information for making sure those in a professional setting know and utilize your name of use.Tips related to applying for jobs/graduate programs, starting a new job/program, professional associations, etc. 
• The Muse: “Practical Advice for Transgender and Nonbinary Folks Navigating the Job Search”
• Transitioning Employers: A survey of policies and practices for trans inclusive workplaces
• Yale’s Guide to Gender Identity and Affirmation in the Workplace 
• Your Journey: A Career Guide for Trans and Nonbinary Students
• Zippia’s Trans Job Seeker Guide
  
  
• Military Veteran Resources 
• Military.com - Database of jobs, employers, and career events that are catered to veteran populations.
• Military Hire - Database of jobs created and maintained by a team of both military veterans and corporate recruiters. 
• Veterans employment toolkit - Government-wide tool that brings together real job opportunities, and provides transitioning Service Members, Veterans and their families tools to translate their military skills into plain language.
  
  
• Additional Identity-Based Resources
  
  • Latpro - Database of jobs with employers in the Americas who are committed to diversity and inclusion with an emphasis on Hispanic and bilingual individuals.