“Why did you leave that job?”

“Why did you leave that job?”

It’s a pretty typical interview question. A standard part of hiring. A moment where candidates are expected to provide a polished, digestible answer.

But what happens when the honest answer doesn’t fit neatly into a professional script?

Years ago, I was sexually assaulted in the workplace. I had to leave—not because of performance or ambition, but because the environment became unsafe for myself and others. Because speaking up meant retaliation. Because staying meant enduring something I shouldn’t have had to and allowing abusive leadership to profit off of my presence and labour. Then, having to keep that abusive workplace on my resume and LinkedIn, still hearing reports from old colleagues of the continued abuse, because I, like others I worked with, knew that the experience or title on paper was needed to get the next role.

And I’m not alone.

Workplace sexual violence doesn’t just happen to women. It happens to men. It happens to trans folks. It happens across industries and roles, and it shouldn’t take a “safe” answer in an interview for people to recognize that.

So maybe we should rethink the question.

Instead of asking, “Why did you leave?” maybe ask, “What do you need to thrive?”

Instead of focusing on the past, we should focus on building workplaces that protect, support, and retain people.

And for those who have left jobs for reasons they can’t say out loud—I see you. You deserved better. You still do.