Embracing a diverse workforce brings a multitude of benefits to any organisation. It fuels productivity, sparks creativity, and fosters a vibrant and inclusive work environment. To unlock these advantages, companies must proactively prioritise inclusivity and actively seek out talented candidates from diverse backgrounds, including the LGBTQIA+ community.
Unfortunately, businesses sometimes fall short when it comes to getting this right. Startling research from Linkedin shows that more than a third of recruiters are struggling to successfully bring in diverse talent, with one in five LGBTQIA+ individuals still facing discrimination during the job application and interview process. With this in mind, let’s take a look at some strategies that can help.
Provide LGBTQIA+ awareness training
It’s a good idea for all employees, including senior management, to receive education on anti-LGBTQIA+ discrimination and abuse – something that’s unfortunately still more common than many people realise. This training should teach staff about the signs of discrimination and the detrimental impact it can have on LGBTQIA+ colleagues. This will ensure everyone is well-informed about the appropriate language, behavioural boundaries, and conduct about LGBTQIA+ issues and will equip them with the knowledge and tools to address instances of discriminatory behaviour should they arise in the workplace. Recruiters and hiring managers should also be trained on potential areas of discrimination in the hiring process. For example, they should avoid asking intrusive questions about labels and personal identity at interviews or saying anything that would make a candidate feel they need to conceal their identity.
Create LGBTQIA+ policies
Every company needs to establish comprehensive procedures that prioritise the health, safety, and wellbeing of its staff. This includes policies that are tailored to meet the needs of the LGBTQIA+ community. Implement clear guidelines that explicitly prohibit discrimination or harassment against LGBTQIA+ individuals and highlight the implications of not following the rules. These policies should also address inclusive practices related to areas such as parental leave, adoption, and pensions, so LGBTQIA+ employees feel supported in all areas. It’s also important to communicate these policies during interviews and formalise them through written contracts and employee handbooks. This guarantees that employees are aware of their rights, the expectations set forth by the company, and the commitment to inclusivity.
Widen your recruitment channels
Broaden your recruitment channels by actively expanding your search beyond your existing network. Reach out to universities that have LGBTQIA+ student groups and engage with them to promote job opportunities within your organisation. Leverage online platforms dedicated to LGBTQIA+ employment such as LGBT Connect and MyGwork, where you can post your job descriptions and reach a wider pool of qualified candidates. Don't just stop at job boards either - connect with groups on social media that are dedicated to LGBTQIA+ employment. Finding different ways to engage with the community and promote your opportunities will increase the likelihood of attracting a more diverse talent pool.
Create an inclusivity statement
Research has unveiled a concerning statistic: less than 6%of all UK job postings include written statements that embrace individuals of diverse sexual orientations and gender identities. In comparison, the US stands at 27% and Germany at animpressive 87%. Being more inclusive to all sexual and gender identities in job ads can be as easy as adding a simple statement at the bottom which says something like: “At (company name), we’re committed to encouraging and celebrating applicants from different backgrounds, whatever their gender, ethnicity, race, religion, education, socioeconomic background, disability or sexual orientation.”
Show your support for Pride
While a rainbow logo and flags in the office is all well and good, consider going the extra mile and sponsoring a pride event or LGBTQIA+ charity and promoting industry-specific resources for the LGBTQIA+ community. And remember, your support shouldn’t end on 30th June. Keep sharing relevant content that celebrates and uplifts LGBTQIA+ individuals. Share helpful resources, spread inspiring stories, and keep the conversation alive throughout the year. You might also consider creating an LGBTQIA+ society within your company – a group which offers mentorship and fosters a sense of belonging for employees. When candidates research your company and see your support, they’ll know that your commitment to inclusivity is sincere and that everyone is welcome regardless of identity.
Ask for feedback
Ask for honest feedback from LGBTQIA+ candidates who have participated in your recruitment process. This will provide valuable insights into your approach, helping you identify areas for improvement and adapt your practices to create a more inclusive experience. It’s also a good idea to regularly collect the perspectives of your current LGBTQIA+ employees, too, taking the time to listen to their thoughts, concerns, and suggestions. By proactively addressing their needs and making necessary changes, you'll create a better experience for them and boost your company's reputation for inclusivity.
Make your business an agent of change for LGBTQIA+ employees
Though we've come a long way, the battle for true LGBTQIA+ equality is still ongoing. By implementing the strategies outlined above, you can make your recruitment process a beacon of acceptance and celebration for all identities throughout Pride month and beyond.
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