Cher Forman

"Ask Cher"

Cher Forman has over 20 years of domestic and international Human Resources experience in organizations ranging from startups to $3B. As Director or Vice President, she has managed Human Resources groups at Applied Materials, Stanford Telecom, Ask Computer Systems, Teledex and Tri-Data Corporation and consulted on H.R. philosophy, values and infrastructure with many start-ups as well. Cher has managed several of these firms through rapid expansion and significant organizational challenges. While at Applied Materials, she led her business unit as the company grew from 6,000 to 16,000 employees in three years. Ms. Forman has specific expertise in employment, corporate legal compliance, development of cost effective compensation/benefit strategies, organization development and international HR management. She has a degree in Organization Behavior from the University of San Francisco and has participated in advanced training at several other colleges and universities.

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Job hunting for LGBT's
January 09, 2012 by Cher Forman
Question:
 
Dear Cher:
My question involves a topic not often discussed, but critical to a large percentage of experienced job seekers. What advice can you give to members of the lesbian/gay/bisexual /transgender (LGBT) communities to assist us in work transitions?

Leslie

Answer:

Dear Leslie:
As you know, most employment advice applies to all applicants. In all transitions, identifying target companies is one of the first steps to be taken. You may already have one or two identified, but for the others some research will be needed.

Carefully Choose Your Target Companies
Use “The Riley Guide” to research companies, and to learn how. Once you have identified target companies with positions in your job family, it’s time to research which of those companies have more gay friendly work environments.
“The Riley Guide” tracks general employer information as well as information especially valuable to people with questions about diversity practices and LGBT friendliness. Here’s a link to an article from their site.
http://www.associatedcontent.com/article/11087/welcoming_workplaces_the_best_gayfriendly.html?cat=9 The Riley Guide
Another site to consider is: Economic Development – San Francisco Lesbian Gay Bisexual Community. The Economic Development Program at the Center is the LGBT Community’s source for free assistance with job searches, career growth and more. They may be able to refer you to similar services in other parts of the country

http://www.sfcenter.org/programs/econ_dev/econ_intro.php
As you narrow down the list of desirable companies, remember: gay friendly companies are not always easy to identify. Large companies may have the funds to support specifically gay friendly programs. Smaller companies, no matter how LGBT friendly they are, are not likely to have costly initiatives to prove it. They may still be very inclusive of LGBT employees. Small companies are likely to be most interested in experienced people who can add a greater depth of skill and knowledge to small enterprises.
Interview Protocol
The bulk of interview guidelines are applicable to everyone. Most hires and offer acceptances come to pass because the candidate is a good match to the job description and people are confident they can work together. Part of this comfort level is achieved due to the mutual interview expectation that participants will be on their best behavior. No matter what passions or beliefs are present, it is best not to share private stories or eccentric tastes in an interview. This goes for all parties.
In interviews, the participants know there is a lot more to each other than will be shared in the first meeting, if ever. Tattoos are often covered up, clothes are conservative, accessories are minimized and speech is not littered with some of the expressions we might use in the company of our friends. There are some exceptions to that rule, especially in very creative, artistic environments. If that’s the case, call before the meeting and ask the recruiter or receptionist what to expect.
You Got the Job
Even after we accept an offer, we know it’s best not to charge in on the first day and expect everyone to be interested in our “story”, no matter what it is. We learn over time who we feel comfortable with, and to what extent. Others get to see how you do the job, and appreciate the talent you bring to the company. This is usually true for everyone, gay or straight.
From there on, it’s up to each of us to decide how to proceed. At some point we recognize at least one strong advocate, and generally more, in the company who is not only supportive personally of gay employees, but who sees the business advantages of having a diverse workforce. 
Without input and contributions from a wide variety of employees, a company is handicapped when it comes to doing business. Research shows gay employees have better than average educations, and better working group skills. These traits are assets in any environment.

Be Discrete
One last word: discretion. Discretion is crucial! The fact is, it takes most people about a year to “know” who their real friends are in any environment. Very often they will be those you expect, and have spent the most time with. But not always. Remember, discretion is always easier than regret.
If you have any input on this topic, please comment. It’s a significant issue in our lives, and those of our friends, neighbors, and, most importantly, our children. 
All the best,


Best, Cher
Categories: Ask Cher (HR Executive), Interviewing, Job Search Help, Strategies for Unemployed, Things You Need to Know
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