A Guide to Interviewing Noncisgender Job Applicants: Interview Best Practices for Employers

Key Takeaways

• Transgender and nonbinary job applicants often face unjust and psychologically harmful discrimination during the hiring process.

• Employers should evaluate candidates based on their qualifications, experience, and ability to perform the job rather than their gender identity or expression.

• Some best practices for conducting an interview include: avoiding inappropriate questions, reducing unconscious bias, using a candidate's stated name and pronouns, and training teams on equitable interviewing techniques.

• Organizations can strengthen their hiring practices and workplace culture by partnering with workforce development nonprofits like TransCanWork.

August is Transgender History Month, a time to recognize the contributions, resilience, and experiences of transgender and nonbinary people throughout history. It’s also an opportunity for employers, hiring managers, and human resources professionals to make history in their own organizations by using interviewing best practices and creating interactions that are more equitable and respectful for all candidates.

For many transgender and nonbinary job seekers, the interview process can be a source of anxiety and uncertainty in ways that have nothing to do with the job or their qualifications. Employers who understand these challenges and take intentional steps to create a fair and positive experience can attract stronger talent, reduce bias in hiring decisions, and foster a workplace culture where everyone has an opportunity to succeed.

Understanding the Challenges Noncisgender Job Applicants Face

Many transgender and nonbinary job seekers encounter barriers that other applicants may never have to consider.

These workers frequently face employment discrimination, including being denied jobs, harassed at work, or treated unfairly because of their gender identity, especially if they are out or visibly noncisgender. These experiences can begin long before someone is hired, including during the application and interview process.

Interview-related concerns can include:

• Being misgendered or referred to by incorrect pronouns

• Enduring inappropriate questions about gender identity, medical history, or transition status 

• Mismatches between legal documents and the chosen name of a transgender candidate

• Fear that personal information will influence hiring decisions

• Concern about hostile or uncomfortable workplace environments

Transgender and nonbinary job seekers often navigate higher rates of discrimination while searching for employment. Many applicants feel pressure to hide aspects of their identity or worry that employers may judge them based on their appearance or stereotypes rather than their qualifications. These experiences can make interviews significantly more stressful for noncisgender applicants than for others. Fortunately, hiring managers can reduce this burden by creating welcoming, inclusive interview experiences. 

How to Create a Fair, Inclusive, and Comfortable Interview Experience: Best Practices for Interviewing

Here are some general guidelines to follow when conducting interviews with noncisgender job applicants.

Focus on Qualifications, Not Gender Identity

The most important principle of equitable interviewing is simple: evaluate each job candidate based on their skills, experience, and ability to perform essential role duties. That includes ensuring interviewers behave consistently with all candidates, regardless of gender identity.

The Equal Employment Opportunity Commission (EEOC) advises employers not to ask questions intended to reveal a candidate's gender identity, sex assigned at birth, medical history, or plans related to gender transition. These topics are generally unrelated to job performance, are often deeply offensive, and can create serious legal and ethical concerns.

Instead, interviewers should focus on job-related qualifications, accomplishments, and professional competencies.

Use Names and Pronouns Respectfully

One of the easiest ways to create a more welcoming interview experience is to use the candidate's stated name and pronouns.

Several inclusive hiring guides recommend allowing applicants to voluntarily share pronouns during the hiring process. If a candidate provides pronouns, interviewers should use them consistently and respectfully.

Employers should also recognize that legal documents may not always reflect a candidate's current name. Whenever possible, use the name the applicant requests during interviews and correspondence.

Avoid Assumptions

Interviewers should avoid making assumptions based on appearance, voice, mannerisms, or gender expression.

Transgender and nonbinary people express their identities in many different ways. An applicant's appearance should never influence assumptions about their qualifications, professionalism, or workplace fit.

Inclusive employers focus on the candidate's ability to perform the role rather than whether they conform to traditional expectations about gender.

Train Interview Teams on Inclusive Practices

Organizations should follow best practices in interview training and ensure that everyone involved in hiring understands basic principles of respectful and equitable interviewing.

Training can help interviewers:

• Use inclusive language 

• Avoid inappropriate questions

• Recognize unconscious bias

• Respond professionally if mistakes occur

• Maintain consistency across interviews

• Enhance or protect company’s reputation, particularly if the interviewee shares their experience on social media, employee review sites, or other public platforms

Structured interviews and standardized evaluation criteria can also help reduce bias and improve hiring decisions for all applicants.

Be Transparent About Inclusion

Remember, although interviews don’t always feel that way, the hiring process is a two-way street. Transgender candidates — along with those from other historically marginalized groups — often evaluate employers just as closely as they are evaluated.

Organizations can demonstrate their commitment to inclusion by:

• Including intentional, thoughtfully crafted nondiscrimination statements in job postings (not just box-checking boilerplate language) and/or explicit and inclusive statements about who is encouraged to apply

Sharing diversity and inclusion initiatives

• Highlighting employee resource groups, support networks, professional development opportunities, and other protocols designed to empower employees to advance their careers

• Offering and highlighting health benefits that cover gender-affirming care, mental health support, and other important aspects of well-being

• Using gender-inclusive language throughout recruitment materials

Visible signs of inclusion can help candidates feel more comfortable and confident throughout the hiring process.

Handle Mistakes Professionally

Even well-intentioned interviewers occasionally make mistakes.

If you accidentally use the wrong name or pronoun, experts generally recommend briefly apologizing, correcting the mistake, and moving forward without drawing excessive attention to the error. A simple correction is usually more effective than a lengthy explanation that may increase discomfort.

Finding Additional Support and Guidance

Creating an equitable hiring process is an ongoing effort, and employers do not have to navigate it alone. Organizations that want to strengthen their inclusive hiring practices can partner with workforce development nonprofits that specialize in supporting noncisgender professionals.

TransCanWork helps employers build more inclusive workplaces while connecting businesses with qualified talent. This organization provides training, guidance, recruiting support, and best practices that help employers create hiring processes where every candidate is evaluated fairly and respectfully.

Navigate Interviews Better With TransCanWork

At TransCanWork, we envision a world where the barriers to employment for transgender individuals are dismantled so they can pursue fulfilling careers free from discrimination and prejudice. This vision encompasses several key elements that enable empowerment, equality, and dignity for transgender workers everywhere.

We are creating a culture where gender diverse people can thrive in the workplace. Our career services can help you navigate not just job interviews but the job market as a whole.

We promote the implementation of policies that protect the rights of transgender workers, including nondiscrimination policies, health care coverage for gender-affirming treatments, and appropriate restroom and dress code accommodations.

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