It’s undeniable that the corporate world is slowly waking up to the importance of LGBTQ+ inclusivity.
In this blog, I share tips on how to keep your recruitment LGBTQ+ friendly.
Why inclusive hiring is important in talent acquisition
Inclusive hiring is about creating a workplace that reflects our diverse world. Our reality and the social growth we have reached until now.
Elizabeth Zwart from Harvard Business School accentuates the need for equity audits to address homophobia and sexism in company norms and culture.
This proactive approach ensures that LGBTQIA+ employees are hired supported and valued within the organization.
Unconscious bias is still bias,
In our commitment to LGBTQ+ inclusivity, recognizing and addressing unconscious biases in recruitment is required. These biases, often subtle and unnoticed, can greatly influence hiring decisions.
By understanding various forms of biases – such as affinity bias, confirmation bias, and perception bias – we can implement strategies to counteract them. This could be structured interviews, diverse hiring panels, and continuous training in diversity and inclusion.
Embracing these practices ensures we genuinely welcome and value the diverse experiences and perspectives within this community.
How to make LGBTQ+ inclusive job postings
Today, your job postings should be welcoming and inclusive to attract a talent pool. The first step towards that is simple: not have discriminatory policies.
Companies like Social Finance exemplify this through their mission-driven organization, they support LGBTQ+ employees with inclusive language and DEI initiatives.
Fostering a welcoming interview process
The interview process is often the first real candidate interaction with a company. Making this process inclusive can significantly impact an applicant’s perception of the company.
As John Davis from Harvard Business School notes, senior leadership can play a crucial role here, citing CEOs attending Pride ERG events and participating in LGBTQ+ health and wellbeing town halls.
Lgbtq+ individuals face unique challenges in their career progression,
A significant number of queer women and men believe that their sexual orientation negatively impacts their career advancements.
The women, in particular, feel that their gender plays a role in missing out on opportunities like raises and promotions.
Moreover, Deloitte’s 2023 report indicates that concerns about coming out at work potentially delaying or ruining career progression are real and prevailing.
Career aspirations,
Despite facing discrimination and underrepresentation, LGBTQIA+ employees dream of breaking glass ceilings and paving the way for future generations of diverse leaders.
Motivated by a desire to serve as role models, contribute to positive change, and pursue personal growth, individuals from diverse backgrounds, including LGBTQ+ women, are increasingly striving for senior leadership roles.
By working together to break down barriers and foster inclusivity, we can create a leadership landscape that reflects the richness and diversity of our communities.
The reality of Lgbtq+ underrepresentation:
Underrepresentation happens when a given group is less represented in a subpopulation than they are within the larger population as a whole.
For instance, queer black women, particularly in America’s largest corporations, are significantly underrepresented. This underrepresentation extends to LGBTQ+ individuals in leadership roles, with very few openly LGBTQ+ CEOs heading major corporations.
Experience of isolation and microaggressions
The feeling of isolation is common among LGBTQ+ employees, particularly queer women of color, who often find themselves as the only representative of their group in meetings or events.
This feeling of “onlyness” increases stress and adds pressure to perform.
Impact on self-expression and competence:
LGBTQ+ women frequently feel that they cannot openly discuss their lives outside of work and feel the need to provide more evidence of their competence.
This is more prevalent among queer women than either straight women or queer men.
LGBTQ+ friendly onboarding practices
Onboarding is your opportunity to thicken the inclusive tone set during recruitment.
This involves offering inclusive benefits packages that cater to the unique needs of LGBTQ+ employees, such as covering transition-related medical care and providing mental health services.
Employee resource groups for LGBTQ+ inclusivity
ERGs are critical for building an inclusive workplace.
Nevertheless, these groups must be not just formed but also well-resourced and supported by the company.
They should serve as safe spaces where LGBTQIA+ employees can find community and support.
Building an inclusive employer branding
Your employer brand should reflect your commitment to LGBTQ+ inclusivity.
This goes beyond inner policies to how you position your company in the broader market.
Are you speaking up for LGBTQIA+ rights? Are you willing to take a stand on controversial issues?
These actions define your brand more than any marketing campaign.
To sum it up
Creating a truly inclusive workplace for LGBTQ+ individuals isn’t a one-time goal, it’s a continuous work in progress.
It demands dedication, understanding, and active steps beyond mere policies. We need to embed inclusivity at every level, making it an inherent part of who we are as an organization, not just something written on paper.
