Potentially Sensitive Information
A resume provides an impression of who you are, so consider carefully the types of information you include, especially if the information is potentially sensitive or may be viewed by an employer as controversial. At the CWS, we encourage you to include any information which you feel is central to your identity or which encompasses values that are important to you. We also recognize that a wide variety of potential employers exist, and some of them may not share students' views on issues of diversity, multiculturalism, sexuality, political affiliation, disabilities, and religion.
Depending on your specific circumstance, you may choose to address potentially sensitive information at any number of points during your job or internship search process: on your resume; at your first or second interview; after the employer has made you an offer; or after you've accepted the position and have become acquainted with your colleagues. For any condition or situation that affects your work, it's best to alert your employer of this before accepting an offer. For cases in which potentially sensitive information does not directly affect your work situation, is not visibly apparent, and may be considered a private matter, you may choose not to disclose at all.
If you have questions about a particular circumstance, please feel free to ask a CWS counselor during drop-in hours, or contact the CWS at 781.283.2352 or jschneid@wellesley.edu for a private appointment. Otherwise, please see the brief and very general recommendations below.
Religious organizations and experiences
There are pros and cons to listing your affiliation with religious organizations on your resume. Religious organizations may provide leadership opportunities for students, they demonstrate your commitment to a community, and may be viewed positively by the potential employer. On the other hand, depending upon the stance of the prospective employer, a religious affiliation may be viewed less positively, or perhaps even negatively.
Use your best judgment when describing your participation in a religious organization. As with any other entry on your resume, you should tailor your participation in religious activities towards the work that you are seeking. The emphasis should be on specific skills, projects, leadership, and abilities, rather than on theology, sacred texts, or personal religious beliefs (unless this is relevant to the position sought).
Gay, Lesbian, Bisexual and Transgender (GLBT) and Related Organizations
With regard to organizations focused on sexual orientation, there is a wide range of choice regarding what, how, and whether you disclose such information. Consider how comfortable you feel with bringing the topic of sexuality to the forefront as a way to be identified in the first place—whether you're anticipating a positive, negative, neutral, or mixed response.
One advantage of listing GLBT organizations and activities is that it communicates a potential identity with or clear viewpoint on the topic of sexual orientation. Thus, employers who might have issues with sexual orientation will probably be weeded out a priori , and supportive institutions will have the opportunity to learn about and/or affirm your GLBT affiliations. Of course, a disadvantage is that you may experience prejudice up front with organizations and employers that might have been accepting and open if your sexual orientation been raised at a later time, in a different context, or with the development of working relationships. You may also miss out on an opportunity to be hired and, in the process of working with an organization, potentially educate your colleagues about GBLT issues, whether directly or by association. Finally, if you highlight previous experiences with GLBT organizations and activities on your resume, you may be primarily identified with your GLBT affiliations, and you may not wish to be identified in such a manner. At any point in the job search process, it may be wise to check a company's nondiscrimination policy to see how or if they address sexual orientation.
There are individuals who are allies of GLBT organizations, who have been active participants or leaders, but who do not themselves identify with the sexual orientations per se. Potential employers may assume that a leadership role or participation in a GLBT organization means that you yourself are gay, lesbian, bisexual, or transgendered. In this case, you may want to consider how or whether you will clarify your personal sexual orientation.
As with any other entry on your resume, you should tailor your participation in GLBT activities towards the work that you are seeking. The emphasis should be on specific skills, leadership, projects, and abilities, rather than on your sexual preference or personal history (unless this is relevant to the position sought).
Political Affiliations
Some students may have participated in organizations concerned with political parties or traditions, individual political candidates, and political issues. Examples of these affiliations might be organizations such as the Republican party, Daughters of the American Revolution, or MASSPIRG; working for the election campaigns of Barbara Boxer, Newt Gingrich, or Ralph Nader; or having participated in advocacy organizations for the freedom to marry, pro-life campaign, or preservation of the Alaskan forests. Of course, some political experiences will overlap with multicultural, religious, sexual orientation, and/or disability affiliations.
As with any other potentially sensitive topic, an employer may not share your political views and may even hold viewpoints of an opposing party. As with any other entry on your resume, you should tailor your participation in political activities towards the work that you are seeking. The emphasis should be on specific skills, leadership, projects, and abilities, rather than on your particular political loyalties and personal convictions on controversial issues (unless this is relevant to the position sought).
Learning and Physical Disabilities
If you have a learning or physical disability, it's advisable to consider the impact that your disability will or won't have on your ability to perform the functions of the position sought. Through the Americans with Disabilities Act (ADA), disabled employees have certain legal rights, but must be able to perform the essential functions of the job. Case law in this area is still evolving with regard to the workplace, so disabled students are wise to stay abreast of current legal developments.
Unfortunately, because the act of discrimination can be both subtle and insidious, individuals with disabilities may wish to strongly consider whether, and how much information they provide during the hiring process. Job seekers should know that they are not obligated to disclose disability information on their resume, or in the hiring process, unless they voluntarily elect to do so. On the other hand, job seekers may wish to be proactive in explaining any visually or otherwise affectively apparent conditions to the potential employer during the interview. Because every case is different, we encourage students to speak with a CWS counselor or with Linda Brothers, Equal Opportunity Director and Ombudsperson at the College, regarding the presentation of particular disabilities.
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