Should I Put Pronouns on My Resume?

Introduction

The question of whether to include pronouns on your resume reflects broader shifts in workplace culture around identity, inclusion, and professional norms. As more professionals add pronouns to their email signatures, LinkedIn profiles, and Zoom displays, job seekers increasingly wonder whether pronouns belong on their resumes and how including—or excluding—them might affect their candidacy.

This isn’t a simple yes-or-no decision. The choice involves weighing potential benefits (signaling inclusivity, preventing misgendering, expressing identity) against potential concerns (bias, relevance, regional and industry norms). Different job seekers will reach different conclusions based on their personal situations, target industries, geographic locations, and individual values.

This comprehensive guide will explore all aspects of this decision. We’ll examine the arguments for and against including pronouns, discuss formatting options if you choose to include them, address industry and regional variations, and help you make an informed decision that’s right for your specific circumstances. The goal isn’t to tell you what to do—it’s to give you the information you need to decide thoughtfully.

Whatever you decide, know that this choice is personal. There’s no universally “right” answer, and your decision should reflect your own values, situation, and career goals.

Understanding the Context

Why Pronouns on Resumes Are Discussed

The conversation about pronouns in professional contexts has grown significantly in recent years, driven by several factors:

Increasing Awareness of Gender Diversity Greater visibility and acceptance of non-binary, transgender, and gender non-conforming individuals has highlighted that gender cannot always be assumed from names or appearances.

Workplace Inclusion Initiatives Many organizations have adopted inclusive practices, encouraging employees to share pronouns in various contexts to normalize the practice and create welcoming environments.

LinkedIn and Professional Platforms Major professional platforms now offer built-in pronoun fields, normalizing their inclusion in professional identity presentation.

Generational Shifts Younger professionals often view pronoun sharing as standard professional courtesy, while older generations may find it unfamiliar or unnecessary.

Evolving Social Norms What was once rare has become increasingly common in certain industries and regions, making exclusion more noticeable in some contexts.

What “Pronouns on a Resume” Means

When people discuss including pronouns on a resume, they’re typically referring to:

Personal Pronouns The words others use to refer to you in third person:

• he/him/his
• she/her/hers
• they/them/theirs
• Other pronouns (ze/zir, etc.)

Placement Usually near your name in the header section:

• Alex Johnson (they/them)
• Maria Garcia (she/her)

Format Variations Different notation styles exist:

• Full set: she/her/hers
• Abbreviated: she/her
• Alternative notation: she/they (for those who use multiple pronouns)

Arguments for Including Pronouns

Preventing Misgendering

For people whose gender may not be immediately apparent from their name, pronouns prevent awkward situations:

Ambiguous Names Names like Alex, Jordan, Taylor, or Sam don’t indicate gender. Including pronouns prevents assumptions.

Non-Western Names Hiring managers unfamiliar with naming conventions from other cultures may struggle to determine appropriate pronouns.

Transgender and Non-Binary Individuals For those whose gender identity differs from what others might assume, pronouns communicate identity clearly.

Professional Courtesy Knowing how to address someone correctly from the start allows for respectful communication throughout the hiring process.

Signaling Inclusivity

Including pronouns sends a message about your values:

Allyship Cisgender individuals (those whose gender identity matches their sex assigned at birth) who include pronouns normalize the practice and support those for whom it’s more significant.

Cultural Fit For companies that prioritize inclusion, seeing pronouns may signal that you’d fit well with their culture.

Demonstrating Awareness Including pronouns shows you’re aware of contemporary inclusion conversations and practices.

Authentic Self-Expression

For some job seekers, pronouns are part of presenting their authentic selves:

Identity Affirmation Stating your pronouns affirms your gender identity in a professional context.

Filtering Employers Some job seekers prefer to know early if an employer would have issues with their identity, rather than discovering this after accepting a position.

Starting Relationships Correctly Establishing correct pronoun usage from the first interaction sets expectations for the employment relationship.

Industry and Company Alignment

In certain contexts, pronouns are expected or advantageous:

Progressive Industries Tech, creative industries, nonprofits, higher education, and certain other sectors often embrace pronoun inclusion.

Companies with D&I Initiatives Organizations with visible diversity and inclusion programs may view pronoun inclusion positively.

LGBTQ+-Focused Organizations When applying to LGBTQ+ nonprofits, advocacy organizations, or companies known for supporting this community, pronouns are typically welcomed.

Arguments Against Including Pronouns

Potential for Bias

Despite progress, bias remains a reality:

Conservative Environments In some industries, regions, or organizations, pronouns may trigger negative reactions from hiring managers.

Unconscious Bias Even well-meaning reviewers may have unconscious associations that affect their evaluation.

Political Interpretation Some viewers interpret pronoun inclusion as a political statement, which may or may not be accurate but can affect perception.

Relevance Questions

Some job seekers question whether pronouns belong on resumes:

Qualifications Focus Resumes traditionally focus on professional qualifications, and some argue personal information like pronouns isn’t relevant.

Space Considerations Every element on a resume takes space; some prefer to reserve all space for professional content.

Unnecessary for Many For cisgender people with clearly gendered names, pronouns may seem redundant since assumptions are usually correct.

Regional and Cultural Variations

Expectations vary significantly by location:

Geographic Differences Pronouns are more common and accepted in urban areas, coastal regions, and certain countries. They may be unfamiliar or unwelcome in other areas.

International Applications What’s appropriate in one country may be confusing or problematic in another.

Industry Variations The same person might include pronouns when applying to a tech startup but omit them when applying to a traditional financial institution.

Personal Preference and Privacy

Some people prefer not to share this information:

Privacy Concerns Gender identity is personal, and some prefer not to make it explicit in professional contexts.

Questioning or Fluid Identity Those exploring their gender identity may not be ready to state pronouns definitively.

Non-Issue for Some For many cisgender people, the question simply hasn’t occurred to them, and that’s fine too.

Factors to Consider in Your Decision

Industry Norms

Research your target industry:

More Common/Welcomed:

• Technology and startups
• Creative and media industries
• Nonprofit and social impact organizations
• Higher education and academia
• Healthcare and social services
• LGBTQ+-focused organizations
• Companies with visible D&I initiatives

Less Common/Potentially Risky:

• Traditional financial services
• Legal (particularly conservative practices)
• Some manufacturing sectors
• Religious organizations (depending on denomination)
• Military contractors
• Very traditional corporate environments

Highly Variable:

• Consulting (depends on firm culture)
• Government (varies by agency and administration)
• Retail (varies by company)

Geographic Considerations

Location matters:

More Accepting Regions (US):

• Major coastal cities
• Urban areas generally
• University towns

More Traditional Regions:

• Rural areas
• Parts of the Midwest and South
• Certain suburban communities

International:

• Western Europe: Generally accepting
• Many other regions: May be unfamiliar or problematic
• Research specific countries carefully

Company Culture Research

Before applying, investigate:

• Does the company website mention D&I initiatives?
• Do employees show pronouns on LinkedIn profiles?
• Does the company have LGBTQ+ employee resource groups?
• How does the company score on LGBTQ+ workplace indices?
• What’s the general reputation in the community?

Your Personal Situation

Consider your own circumstances:

Are Pronouns Necessary to Prevent Misgendering? If your name clearly indicates your gender and you’re cisgender, inclusion is more of a values statement than a practical necessity.

How Important Is This to Your Identity? For some, pronouns are central to expressing their professional identity. For others, it’s simply not significant.

Are You Comfortable with Potential Filtering? If an employer would react negatively to pronouns, would you want to work there anyway? This question helps clarify whether filtering is a feature rather than a bug.

What’s Your Risk Tolerance? Are you in a position where you can afford to have some employers react negatively, or do you need to maximize every opportunity?

How to Include Pronouns

Placement Options

If you decide to include pronouns, placement matters:

After Your Name (Most Common)

Alex Jordan (they/them) Software Engineer [email protected] | (555) 123-4567 | LinkedIn

In Contact Information Section

Alex Jordan Software Engineer Pronouns: they/them [email protected] | (555) 123-4567

On a Separate Line

Alex Jordan they/them Software Engineer

Formatting Options

Several notation styles are acceptable:

Standard Notation:

• she/her
• he/him
• they/them

Full Set:

• she/her/hers
• he/him/his
• they/them/theirs

Multiple Pronouns:

• she/they
• he/they
• any pronouns

Other Pronouns:

• ze/zir
• xe/xem
• Name-only (uses name instead of pronouns)

Design Integration

Make pronouns fit naturally with your resume design:

Consistency: Match the font size and style of surrounding text. Pronouns shouldn’t stand out dramatically but should be easily visible.

Parenthetical: Placing pronouns in parentheses after your name is clean and unobtrusive: “Taylor Kim (she/her)”

Subtle Formatting: Consider slightly smaller or lighter text if you want to include pronouns but not emphasize them heavily. Using professional resume tools like 0portfolio.com can help you create clean, well-designed headers that incorporate pronouns seamlessly.

What to Include Elsewhere

If pronouns are on your resume, maintain consistency:

Cover Letter: Consider including pronouns in your signature or header.

LinkedIn: LinkedIn has a dedicated pronoun field—use it for consistency.

Email Signature: Include pronouns in professional email signatures.

Consistency Matters: If you include pronouns in one place, including them everywhere creates a cohesive professional presence.

Alternative Approaches

Not Including Pronouns (Perfectly Valid)

Choosing not to include pronouns is equally acceptable:

• Many successful professionals don’t include pronouns
• Absence doesn’t indicate negative views on inclusion
• Focus remains on professional qualifications
• Avoids potential bias concerns in conservative contexts
• Is the traditional approach most reviewers still expect

Including on LinkedIn but Not Resume

Some job seekers take a middle approach:

• Resume remains traditional and qualifications-focused
• LinkedIn profile includes pronouns for those who investigate further
• Balances inclusion signaling with resume conservatism

Addressing in Other Materials

You can signal inclusive values without resume pronouns:

• Mention relevant volunteer work with LGBTQ+ organizations
• Reference D&I initiatives you’ve participated in
• Discuss inclusive leadership in cover letters

Waiting for the Interview

Some prefer to establish pronouns in person:

• Introduce yourself with pronouns at the start of interviews
• Let the relationship develop before sharing personal details
• Assess company culture in person before making decisions

Handling Potential Questions

If Asked About Pronouns

Be prepared to discuss naturally:

Casual Response: “I include them to make it easy for people to know how to address me—and to normalize the practice so it’s easier for everyone.”

Values-Based Response: “I think creating inclusive professional environments is important, and sharing pronouns is a small way to contribute to that.”

Practical Response: “My name can be ambiguous, so I include pronouns to prevent any confusion.”

If Not Asked

If pronouns don’t come up, that’s fine too. Not every aspect of your resume needs discussion.

If You Sense Negative Reaction

If an interviewer seems uncomfortable:

• You can address it directly: “I noticed you paused at the pronouns—I’m happy to discuss why I include them if you’re curious.”
• Or move on without addressing it
• Use the reaction as data about company culture

Special Considerations

Career Changers and Re-Entering Workforce

If you’re returning to work after a gap or changing fields:

• Pronouns may seem like a new practice if you’ve been away from job searching
• Research current norms in your target industry
• Don’t feel obligated to adopt every new convention

International Job Seekers

For applications across borders:

• Research pronoun norms in the target country
• Consider creating different resume versions for different regions
• Be aware that translation may affect how pronouns appear

Executive and Senior Roles

For senior positions:

• Traditional industries may expect traditional approaches
• However, leaders setting inclusive culture may appreciate it
• Consider the signal you want to send about your leadership style

Early Career Professionals

For those just entering the workforce:

• Younger professionals are often more comfortable with pronouns
• Entry-level roles may have more tolerance for contemporary practices
• Balance personal values with practical job search considerations

Making Your Decision

Questions to Ask Yourself

Work through these questions:

1. Would including pronouns prevent confusion about my gender?
2. Is expressing this part of my identity important to me professionally?
3. What are the norms in my target industry and region?
4. How would I feel working for an employer who reacted negatively?
5. Am I willing to accept potential filtering based on this choice?
6. What does research about my target companies suggest?
7. Does this feel authentic to how I want to present myself?

There’s No Wrong Answer

Remember:

• Including pronouns is valid and increasingly common
• Excluding pronouns is valid and still the norm in many contexts
• Your decision should reflect your values and practical circumstances
• You can change your approach over time as norms evolve
• What matters most is presenting yourself authentically and professionally

Evolving Norms

Keep in mind that norms are changing:

• What’s unusual today may be standard tomorrow
• What’s standard in one industry may take longer to reach others
• Your decision today doesn’t lock you in forever
• Stay aware of evolving professional practices

Conclusion

The decision of whether to include pronouns on your resume is personal and contextual. There are valid arguments on both sides, and the right choice depends on your industry, location, target companies, personal values, and practical circumstances.

If you’re applying to progressive companies, in industries where pronouns are common, or if preventing misgendering is important to you, including pronouns makes sense. If you’re targeting conservative industries, are concerned about potential bias, or simply don’t see it as relevant to your professional presentation, excluding pronouns is equally valid.

What matters most is making an informed decision that aligns with who you are and how you want to present yourself professionally. Consider your specific circumstances, do your research on target employers, and make the choice that feels right for you.

Whatever you decide, focus the majority of your resume energy on showcasing your qualifications, achievements, and the value you bring to employers. Pronouns are one small element of a larger document—important to get right, but not the factor that will ultimately determine your job search success.

Frequently Asked Questions

Will including pronouns hurt my job search? It depends on your industry, region, and target companies. In progressive environments, it may help or be neutral. In conservative contexts, there’s potential for negative reactions from some reviewers.

Is omitting pronouns offensive or exclusionary? No. Most professionals still don’t include pronouns on resumes, and their absence doesn’t indicate negative views on inclusion.

Should I include pronouns even if my gender is obvious from my name? This is a personal choice. Some include them as a signal of inclusivity and to normalize the practice; others view it as unnecessary when there’s no ambiguity.

What if I’m not sure about my pronouns? You don’t need to include them if you’re uncertain. You can also use “any pronouns” if that feels appropriate, or simply omit pronouns until you’re more certain.

How do employers generally react? Reactions vary widely. Progressive employers often view it positively, traditional employers may be unfamiliar with the practice, and some may react negatively. Research specific targets when possible.

Should I include pronouns if I’m applying internationally? Research norms in the target country. What’s appropriate in one country may be unfamiliar or problematic in another.

Can I include pronouns in some applications but not others? Yes. Many job seekers customize this based on the specific company and role, just as they customize other resume elements.

What pronouns format should I use? “she/her,” “he/him,” or “they/them” are most common and widely understood. Full sets (she/her/hers) are also acceptable but take more space.