Hiring with Pride: Rethinking LGBTQ+ Recruitment

Why Rethinking LGBTQ+ Recruitment Matters  

Despite a growing emphasis on workplace diversity, the gap between corporate diversity policies and truly inclusive recruitment practices is significant. Studies reveal that LGBTQ+ individuals are disproportionately affected by bias at every stage of their careers, from recruitment to promotion opportunities.  

For example, a 2022 LinkedIn Workplace Diversity Report found that 39% of LGBTQ+ professionals conceal their identity during job interviews, while 26% report experiencing discrimination based on their identity. These statistics underscore the pressing need for organisations to go beyond performative gestures and genuinely commit to fostering meaningful diversity.

Understanding the LGBTQ+ Candidate Experience  

The recruitment process often presents unique challenges for LGBTQ+ candidates, highlighting the need to address systemic barriers. By recognising these obstacles, we can lay the groundwork for more inclusive and equitable hiring practices.

Non-Inclusive Language  

Job advertisements often perpetuate biases without recruiters even realising it. Terms like “competitive environment” or “fast-paced culture” may inadvertently convey traditional, hierarchical workplace norms that don’t always align with inclusive values.  

Fear of Discrimination  

The fear of experiencing homophobia or transphobia during interviews is very real. LGBTQ+ candidates often approach job interviews with an additional layer of worry and self-modulation, hindering their ability to fully showcase their skills.  

Lack of Representation  

A lack of visible LGBTQ+ employees or leadership within an organisation can be discouraging for candidates. Without representation, many find it hard to envision themselves thriving in such workplaces.  

Emotional Toll of Code-Switching  

The psychological toll of code-switching—deliberately adjusting one’s behavior or identity to fit in—can be deeply exhausting. For many LGBTQ+ professionals, staying closeted during the initial stages of recruitment becomes a protective strategy against potential biases or discrimination.

What Inclusive LGBTQ Plus Recruitment Looks Like  

Creating an inclusive recruitment strategy isn't just a nice-to-have; it’s a necessity for fostering a truly diverse workforce. Here are some actionable measures your organisation can take today.  

Inclusive Job Postings  

Use gender-neutral language and explicitly express a commitment to diversity in all job postings. Terms like “all gender identities welcome” can go a long way. Tools like Textio or Applied can help spot exclusionary language.  

Publicly Visible Commitments  

Make your commitment to LGBTQ+ inclusion visible. Display your organisation’s support for initiatives like Pride Employee Resource Groups (ERGs) or certifications from diversity organisations like Stonewall.  

Recruiter Training  

Train hiring managers on inclusive interview techniques and unconscious bias. This could involve role-playing interview scenarios or workshops led by an LGBTQ+ advocacy group.  

Enhanced Representation  

Ensure LGBTQ+ employees are visibly represented across all levels, particularly in leadership roles. Consider sharing employee testimonials or profiles on your company website to foster authenticity and connection.  

Action Steps for Employers  

If you’re ready to transform your approach to recruitment, here are key steps to prioritise LGBTQ+ inclusion.  

Audit for Bias: Conduct a thorough review of your entire hiring pipeline to identify exclusionary practices.

Pronoun and Name Options: Allow candidates to specify their preferred names and pronouns on application forms.

Engage LGBTQ+ Organisations: Collaborate with job boards or advocacy groups like Out & Equal or myGwork to ensure outreach reaches LGBTQ+ talent pools.

Track Diversity Metrics: Implement systems that monitor and report on hiring and retention trends for LGBTQ+ employees. However, respect privacy and legal boundaries when collecting demographic data.

Building Inclusion Beyond the Hiring Process  

Creating a welcoming environment doesn’t end with recruitment. Inclusion must continue through onboarding, development, and retention strategies.  

Onboarding: Educate all new hires about your organisation’s diversity values during the onboarding process.

Retention Strategies: Offer mentorship opportunities, pathways to leadership for LGBTQ+ employees, and ongoing diversity training for all staff.

Trust Building: Remember, actions speak louder than words. Consistently demonstrate your commitment to inclusion through policy and culture rather than slogans.

True inclusivity isn’t just good for people; it’s good for business. Companies that prioritise LGBTQ+ inclusion see an average 19% increase in employee satisfaction and retain talent three times longer than their peers.  

The Choice Is Yours  

The road to authentic diversity and inclusion isn’t easy, but every step your organisation takes toward inclusive recruitment is a step toward creating a workplace that truly reflects the world we live in. If your company is ready to make that leap, the time to act is now. Let's make every hire a step toward pride and progress.