A 2019 survey from Glassdoor, found 43% of LGBTQ+ respondents reported not being fully out at work, and 47% of all LGBTQ+ respondents believe that being out at work could cause harm to their careers.
Here are our 10 tips to help make your recruitment process more LGBTQ+ inclusive…
Recognise that LGBTQ+ involves a wide range of backgrounds and populations
This community of individuals is itself diverse across the entire spectrum of sexual orientation and gender identity and other diverse characteristics
Use gender neutral language
Instead of using “men and women”, use “team members”
Run your adverts and job descriptions through a gender decoder
Do not assume someone is heterosexual
For example, say partner instead
Install gender neutral bathrooms
Gender and sexual orientation are protected characteristics – you need an applicant’s permission to share personal data and a reason why this is appropriate i.e. positive action
LGBTQ+ related policies you have
LGBTQ+ internal networks you have and what they have worked on
LGBTQ+ external networks that your organisation partners eg. BuildingEquality, Out in Tech, Stonewall, Trans in the City
Think and talk intersectionally
If you are talking about what your LGBTQ+ network has done to celebrate PRIDE at work, you may also want to reference what the Race (or other) network did to help celebrate it
Include your pronouns where possible in order to normalise the practice and show allyship
You can do this by changing your e-mail sign off and social media profile
Ensure any documents you ask people to complete are inclusive
Options to provide pronouns, inclusive list of gender identities on registrations forms
Simple actions can make LGBTQ+ employees a lot more comfortable in the recruitment process and will ease the stress that playing ‘straight’ brings. This will also help your talent attraction and ability to show you are an inclusive employer.
If you would like to discuss any of these points please contact Jake Freeman who leads our Goodman Masson’s PRIDE@GM network.
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