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Sign Up NowThe discussion about sharing personal pronouns at work is becoming more common.
Large organizations such as SAP have acknowledged the value of recognizing employees’ pronouns, making the subject both important and sensitive. For some people, it is about showing respect and supporting inclusion; for others, it is about protecting privacy and reducing possible bias.
But what about adding pronouns to your resume? Should you clearly state your identity before even attending an interview? Or could that choice affect your job prospects?
In this article, we will review the advantages and disadvantages of listing personal pronouns on a resume. We will also look at how workplace culture may influence this decision and share practical advice for those who decide to include them.
Let’s get started.
Key Points to Remember
Personal pronouns are words used instead of someone’s name when referring to them. They help clarify how a person identifies and how they prefer to be addressed. In terms of gender identity, pronouns show recognition and respect for an individual’s identity.
Here are a few common examples:
He/Him/His: Often used by people who identify as male.
She/Her/Hers: Often used by people who identify as female.
They/Them/Theirs: Commonly used by individuals who identify as non-binary, genderqueer, or who prefer neutral language.
Other pronouns: Some people choose less familiar pronouns such as ze/zir, xe/xem, or fae/faer to reflect their identity. These may sometimes cause confusion.
Many people spend a large part of their lives at work, so feeling respected and valued matters. For some, this includes being addressed with the correct pronouns to show support and avoid misunderstandings.
Workplaces that recognize different identities often build a stronger sense of belonging. Although sharing pronouns at work is becoming more accepted, deciding whether to include them on a resume is not always simple.
Gender Options in Online Applications
Online job forms often ask applicants to indicate their gender. If the options include “genderqueer/nonbinary,” select the one that fits you best.
If only “male” or “female” are listed, you may see options like “other” or “prefer not to disclose.” This information is generally collected for reporting purposes rather than hiring decisions, and it is usually optional, so you can skip it if you prefer.
We can guide you through this decision with a simple process.
If you are worried about bias, review the company’s mission and culture before applying. Look for diversity policies, inclusion programs, or feedback from employees.
If the organization does not appear supportive, you may decide not to apply, especially if being respected for your identity is important to you.
Certain industries, such as technology, media, and creative roles, often show greater openness to sharing pronouns. In these areas, adding them may be well received.
However, more traditional sectors like finance, law, or manufacturing may see personal details as unnecessary. For example, a developer applying to a startup may feel comfortable listing pronouns, while someone applying to a conservative firm might choose not to.
Your well-being should come first. If including pronouns causes stress or concern, it may be better to focus your resume only on qualifications and experience. If you are uncertain about the company’s reaction, leaving them out is a valid choice.
You can always share your pronouns later, such as in a cover letter, on LinkedIn, or during an interview, if you feel at ease. We will outline these alternatives below.
Now, let’s look at the possible advantages and disadvantages.
Being open on your resume can help you present yourself clearly from the start.
Here are some benefits of listing pronouns in your document:
Adding your pronouns allows you to remain consistent with your identity during the hiring process. It informs employers how to address you correctly, which may help you feel more confident.
Including pronouns can show that you support diversity and respectful communication. This may appeal to organizations that aim to create inclusive workplaces and may reflect your awareness of current professional practices.
Sharing pronouns early can prevent misunderstandings later in the hiring process. This is especially useful if your name does not clearly indicate gender, reducing assumptions.
After considering everything, you may decide not to add pronouns to your resume, and that decision is completely valid. While openness has advantages, there are also potential drawbacks to think about.
Let’s consider some of them.
Sadly, it is impossible to know how everyone in a future workplace will think or act. Adding pronouns to your resume might open the door to unconscious bias or even direct discrimination, particularly in fields or areas that do not strongly support diversity.
In the United States, the Equal Employment Opportunity Commission (EEOC) bans discrimination related to gender identity under Title VII of the Civil Rights Act.
Still, opinions about pronouns differ by region. For example, a forward-thinking tech firm in California may appreciate your openness, while a traditional company in a conservative area may respond differently.
In many positions, gender identity does not directly affect your skills or how well you can do the job. Some candidates choose to keep their resumes centered only on experience and abilities, leaving out personal information.
If you decide to list pronouns on your resume, the clearest place to put them is in the header section.
Position them beside your name so hiring managers can easily see how to address you without taking focus away from your qualifications.
SAM SMITH (THEY/THEM)
Content Writer
555-333-4444 sam.smith@email.com LinkedIn San Francisco, CA
Maybe you prefer not to show your pronouns on your resume for personal reasons. That choice does not prevent you from sharing them elsewhere.
You can list them in other professional settings, such as on LinkedIn, in your email signature, or within your cover letter.
Your LinkedIn profile reflects your professional identity, and adding pronouns there can help you share them consistently.
They can appear next to your name, inside the “About” section, or as part of your headline. This method lets profile visitors know how to address you without placing the focus on your resume.
For example:
Name: Sam Smith (they/them)
Headline: Content Writer | Inclusive Storyteller | They/Them
About: "Hi, I’m Sam (they/them), a creative content writer passionate about storytelling that makes a difference. I specialize in creating authentic, inclusive content that resonates with diverse audiences."
A cover letter also gives you space to mention your pronouns in a natural way, since it is written directly to the employer.
Including pronouns in your introduction helps encourage respectful communication from the start. You can mention them briefly in the opening paragraph so they are clear but not overstated.
For example:
"Dear Hiring Manager,
My name is Sam Smith (they/them), and I am excited to submit my application for the Content Writer position at [Company Name]. With over five years of experience in crafting inclusive, high-impact content, I am confident in my ability to contribute to your team."
You may also place your pronouns in your closing signature.
Placing pronouns in your email signature makes your preference clear to anyone you contact, even before a discussion starts. This can be helpful in regular professional exchanges, whether you are applying for roles, building connections, or speaking with clients.
For example:
Sincerely,
Alex Smith
(they/them)
Some people feel that listing pronouns on a resume might appear as virtue signaling, as if it is done for image rather than sincerity. This view often depends on the setting. In supportive workplaces, pronouns show clarity and respect. In more conservative environments, they could be misinterpreted.
To reduce this worry, present your pronouns in a simple and low-key way, such as on your LinkedIn profile, in your email signature, or at the end of a cover letter. This way, you can mention them naturally without turning them into the main highlight.
When thinking about adding personal pronouns to your resume, it is also useful to consider the overall writing style or “person” used throughout the document.
In most cases, resumes follow an implied first-person format without directly using words like "I" or "me." This method keeps attention on your results and abilities while maintaining a formal tone.
For example:
Rather than stating, "I developed marketing strategies that increased sales by 30%," you would write, "Developed marketing strategies that increased sales by 30%." This format is brief and keeps the focus on what you achieved without repeating personal pronouns.
There are some situations where this rule can shift. In a resume summary or objective, using first person may add warmth and show motivation. Even so, it is best to keep it limited so the text does not seem overly focused on yourself.
Still have concerns? Review the answers below.
Yes, including a nickname or chosen name can make things clearer. Formats such as "Elizabeth 'Liz' Johnson" or "Elizabeth (Liz) Johnson" work well and prevent confusion for recruiters.
If your preferred name reflects your identity, keep it consistent across all documents. In more formal fields, using your full legal name may be the safer route, though listing both can provide balance.
If you notice bias during the hiring process, remain calm and keep a record of what happened. If the issue is subtle, such as uneasy questions or assumptions, you can steer the discussion back to your qualifications.
In cases of clear discrimination, you may address it respectfully but directly (“I prefer to focus on my skills and experience for this role”).
Afterward, decide whether you want to continue with the opportunity based on how the company handled the situation. If the behavior is serious, you may report it to HR or, in more extreme cases, contact a regulatory agency such as the EEOC in the United States.
If an interviewer refers to you incorrectly, stay composed and correct them politely. You might say, "Actually, I use [your pronouns], but no problem!"
Keeping your response polite and professional helps maintain a respectful tone and reduces awkwardness. If you do not feel comfortable correcting them in the moment, you can clarify your pronouns in a follow-up email. Their reaction may also give you insight into whether the workplace supports inclusion.
Adding pronouns to your resume may be viewed positively by companies that value diversity, yet it could lead to bias in more traditional settings. Looking into the organization’s culture beforehand can help you judge whether pronouns will be welcomed or misread.
You can follow a simple checklist while researching an employer:
If you do not find clear signs of inclusion, you may prefer to list pronouns only on LinkedIn or in your email signature.
Also, be ready to mention your pronouns confidently and professionally if the topic comes up during the interview.
You may also be curious about expectations outside the United States.
In many European countries, adding pronouns is becoming more accepted, though opinions still differ by field. In some parts of Asia, the Middle East, and Latin America, listing pronouns on a resume may be considered unusual. Learning about the cultural norms in your target country can guide your decision.
In the end, the content of your resume is your decision. There is no single rule about whether to include personal pronouns. The choice depends on your comfort level, values, industry standards, and the employers you want to reach.
If you choose to add pronouns, you are expressing openness and support for inclusion. If you leave them out, you are keeping the focus strictly on your experience and skills. Both approaches are reasonable.
Keep an eye on current practices in your field, and adjust your strategy based on the roles you pursue. Most importantly, select the option that reflects your values and makes you feel confident.
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