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LGBTQ+ Recruitment: 5 Tactics for Inclusive Hiring

Posted by Ella Moores on 30/06/2021

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As Pride month comes to a close, it is encouraging to see the difference in awareness and celebrations from even just a few years ago. Progress is being made in diversity and inclusion initiatives for the LGBTQ+ community, but there is still a long way to go. 

In the corporate world especially, LGBT individuals can face underrepresentation, tokenism, and, in worst case, harassment in the workplace. Stonewall (https://www.stonewall.org.uk/), a charity that champions LGBT rights in the UK, made the following key findings in their 2018 “LGBT in Britain Work Report” (https://www.stonewall.org.uk/system/files/lgbt_in_britain_work_report.pdf):

  • Almost one in five LGBT people who were looking for work said they were discriminated against because of their sexual orientation and/or gender identity while trying to get a job in the last year.
  • Almost one in five LGBT staff have been the target of negative comments or conduct from work colleagues in the last year.
  • More than a third of LGBT staff have hidden or disguised that they are LGBT at work in the last year because they were afraid of discrimination.

It is clear that change must be made. No individual should have to undergo this experience, especially in the workplace. 

 

We must change from the inside out

Moving forward, how can we better welcome and celebrate this community in the workplace? Even if your company has initiatives in place, it can be a delicate task to understand how to emphasize equality and inclusion.

Savant Recruitment Consultant, Ash Mehmud, is passionate about LGBTQ+ issues and served as Vice President of LGBT Society at University of Southampton.

When asked about how companies can attract and be more welcoming to LGBTQ+ employees, Ash emphasized the importance of change from the inside out: 

“Just changing a logo for a month doesn’t affect culture and is seen by many in the LGBTQ+ community (including myself) as just pinkwashing. The only way to show inclusivity is by moulding your company culture so that everyone is represented. Everyone should feel safe, accepted, and heard in their place of work regardless of gender, race, religion, sexuality or disability.”

 

It starts with people

Outward displays of Pride are not enough anymore. Inclusivity must be part of the core business strategy with both a top-down and bottom-up approach. It starts with culture, leadership, and ultimately people to support this effectively.

One way to start this change in your organisation is education. Ongoing training to cover topics like unconscious bias, emotional intelligence, and communication will give employees at all levels the tools to thrive in a diverse workforce. Start the conversation to set the tone of a healthy environment for LGTBQ+ and all employees. 

Emotional Intelligence is one skill in particular which Savant emphasises the importance of for all employees. See our previous article to learn more HERE.

So how can organisations improve their recruitment practices to attract diverse candidates and build upon their culture work? 


 

1. Write inclusive job ads

Vocabulary can completely change the meaning of a statement. It is the same for a job ad. Certain words can indicate to potential candidates that they are unwanted or excluded from a position. 

Avoid phrases that can contain unconscious bias. Terms like “dominate the industry” and “aggressively chase leads” change the tone of the ad. Words can also create the impression of a non-supportive company culture. 

Organisations must also review what is missing from their adverts. According to The Big Issue (https://www.bigissue.com/latest/pride-month-less-than-6-of-uk-job-ads-welcome-lgbtq-applicants/), less than 6% of all UK job postings contained written statements welcoming people from all sexual orientations and gender identities, as compared to the US at 27% and Germany at 87%. Including a welcome is a simple, yet effective way to get ahead of the curve and find the best minority applicants.

 

2. Expand your recruitment channels

Seeing the same candidates over and over again? Try out new recruitment channels to find new candidate audiences. For example, a job posted on social media can reach a greater candidate pool from different backgrounds than some traditional recruiting sites, depending on the job. 

More specifically, post jobs on online platforms for LGBT individuals. MyGwork is a global recruiting and networking site specifically for LGBT professionals, graduates and allies.
 

 

3.  Establish structured LGBTQ+ support

In order to create a welcoming environment, it must also be a safe and encouraging one.  Depending on your company, this means creating inclusive practices at a variety of levels.

Consider adding a representative for LGBTQ+ employees.  This individual can receive grievances and air these concerns to the appropriate department and level of the company, advocating for these employees.  Some larger companies also have LGBTQ+ societies, providing mentorship and a sense of community.

 

 

4. Put it into policy

Create and update policies to make the workplace more inclusive and equitable. The type and formality of these policies can also depend on the company to be most effective.

An example of this is adding paternity & adoption leave options to existing maternity leave policies within your HR department. Candidates will see that your company is taking action on your values.


 

5. Show your PRIDE!

Support LGBTQ+ initiatives and charities all year round, and not just in June! Outward shows of support, such as changing your logo to include rainbow colours are easy ways to improve awareness of Pride, but can be seen as pinkwashing.

Instead of changing your logo, donate to a charity or promote resources for LGBT individuals. Some amazing options to contribute to are Stonewall and LGBTQ+ Homelessness Charities.

 

Does your recruitment strategy need an update?

Savant Recruitment is here to help.  We specialise in both accountancy & finance and technology recruitment, but the key is in our deep sector knowledge, market insight and extensive network. 

Our passion is finding great talent, who also are the right cultural fit for an organisation. This approach ensures candidates share your company values, make an immediate impact and integrate smoothly into your team.


We are committed to supporting our clients with diverse and inclusive recruitment. Contact us to find out more at hello@savantrecruitment.com.

 
 
 

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