6 Ideas for Developing an LGBTQ+ Friendly Recruiting Process

How can I attract more LGBTQ+ employees? How can I make my company more welcoming to the LGBTQ+ community? What safeguards should a corporation put in place to guarantee LGBTQ+ employee inclusion?

Continue reading to discover out.

Introduction

The month of June 2022 has arrived. However, the LGBTQ+ group continues to face job discrimination. Despite significant progress toward LGBTQ+ workplace inclusion over the years, self-reported experiences from the community demonstrate that comprehensive employment equality remains a distant ideal.

Nearly half of LGBTQ+ workers in the United States indicated they are currently unemployed, and 75% said they had had unpleasant job experiences as a result of their distinctive identity. As a result, the LGBTQ+ community plainly need the support of workers, managers, and C-suite executives.

As with any diversity program, achieving equity in the recruiting process for the LGBTQ+ population starts with taking measures to aid existing LGBTQ+ workers and strengthening workplace inclusion initiatives. With that in mind, here are six strategies for creating an LGBTQ+-friendly employment process.

6 methods to develop a recruiting process that is welcoming to the LGBTQ+ community

  1. Inform your current employees on your anti-discrimination policy

    Even if a company’s ideals are communicated from the top, workers at all levels must be informed of the organization’s equality and inclusion policy.

    During the onboarding process, the organization should also advise workers about limits and cultural and behavioral guidelines. It is also vital to create a transparent culture in which workers feel comfortable expressing feedback and reporting inappropriate conduct. Companies must teach managers to implement and enforce a fair policy that protects everyone from discrimination and abuse.

    Organize training sessions for your employees to assist them comprehend the following:

    a. How does anti-LGBTQ+ discrimination and abuse express themselves inside organizations?
    b. Why is bigotry towards the LGBTQ+ community harmful to both companies and employees?
    c. How should anti-LGBTQ+ prejudice be confronted or addressed?
  2. Make the LGBTQ+ community a part of your brand

    Aside from adding words to your career website, consider what additional micro-signals you’re sending to job searchers to demonstrate that your business is LGBTQ+-friendly.

    These signals might be as basic as a rainbow sticker on your corporate emblem or a social media post. Such activities reflect your company’s commitment to recruiting LGBTQ+ personnel and supporting equality. Most significantly, these procedures may assist you in making excellent diversity hiring for your organization.

    Pfizer, for example, fully supports the LGBTQ+ community. The corporation is a key sponsor of the HRC’s Healthcare Equality Index and an annual supporter of the nonprofit group Out & Equal Workplace Advocates.
  3. Make it a point to explicitly communicate your LGBTQ+ recruiting efforts

    Make a clear non-discrimination declaration that includes all gender identities and sexual orientations in all communications. Receiving honest feedback is also essential for any business. So, solicit applicants’ feedback about your organization. When reading their remarks, be open to new ideas and tackle problems as they arise.

    Raise LGBTQ+ community awareness among prospective candidates by using the following strategies:

    a. Bring attention to your existing LGBTQ+ talent. Make a video of their testimonials and share them on social media.
    b. Use the jobs section of your website to demonstrate your dedication to diversity and inclusion.
    c. Use press releases to educate prospective workers about your inclusive policy.
  4. Recognize that LGBTQ+ encompasses a diverse group of individuals

    Make it clear to your firm that LGBTQ+ persons are not a homogeneous bunch. Using terms like “gay” or “queer” solely may exclude individuals of this group who are transgender, asexual, or intersex.

    Candidates for LGBTQ+ positions come from a variety of racial, cultural, gender, and socioeconomic backgrounds. In addition, they differ in terms of sexual orientation and gender identity.

    As a result, it is vital that your message remain impartial. Here are a few more options:

    a. Gender-specific language should be avoided in job ads, job descriptions, and inclusion policies.
    b. Salutations from mail bodies should be avoided.
    c. Avoid lumping LGBTQ+ persons into one category. Consider them as individuals.
  5. Make the workplace more welcoming to LGBTQ+ personnel

    The safety of LGBTQ+ candidates in the workplace is a crucial issue. According to research, 20% of LGBTQ+ workers have faced workplace harassment. This figure is substantially higher among trans or LGBTQ+ community members who are members of a racial or ethnic minority.

    As a result, taking specific actions to avoid discrimination in the workplace is critical.

    Highlight LGBTQ+-inclusive policies and perks, demonstrate how your firm engages with organizations focusing on LGTBQ+ problems, develop employee resource groups, and have LGBTQ+ team members share their story with others.

    Individual team members may demonstrate their dedication to diversity on a lesser scale by simply include pronouns in their email signatures.
  6. Ensure inclusion outside of the human resources department

    While the whole firm must support the notion of inclusion, those that interact with candidates outside of HR must understand how to be inclusive in the workplace.

    This phase requires that everyone who recruits, supervises, and teaches these applicants understand about microaggressions and how unconscious prejudice may damage their job.

So, during Pride Month, how can you make your employment process more LGBTQ+ friendly?

The strategies listed above might serve as a beginning point for recruiting LGBTQ+ staff. Making your recruiting process more inclusive of LGBTQ+ candidates, on the other hand, takes more than just displaying a rainbow image on your company’s LinkedIn profile during Pride Month.

Increased workplace equality and inclusion is the first step toward actionable progress. These advancements will enhance your capacity to interact with other organizations and attract a more varied pool of candidates.

To take it a step further, be proactive in showing your support for the LGBTQ+ community, give to organizations and charities that seek to have a positive effect, and constantly analyze your process to remove prejudice, like Works does.

Works use the AI-powered Intelligent Talent Cloud to remotely source, assess, match, and manage the world’s greatest software professionals. As a result, the company’s recruiting and screening procedure is completely unbiased.

Works.so makes the remote recruiting process simple and beneficial for both businesses and engineers. Companies may use Works to employ pre-vetted, Silicon Valley-caliber remote software talent across 100+ specialties in 3-5 days.

FAQs

  1. How can I find LGBTQ+ candidates?

    The following are six ways to attracting more LGBTQ+ employees: 1. Educate your current employees on anti-discrimination rules. 2. Incorporate LGBTQ+ inclusivity into your brand. 3. Clearly communicate your LGBTQ+ recruiting initiatives. 4. Recognize that LGBTQ+ encompasses a diverse group of individuals. 5. Make everyone’s workplace safe. 6. Ensure inclusion beyond human resources.
  2. Can an employer inquire about your sexual orientation?

    An employer cannot legally inquire about a candidate’s gender or sexual orientation. Title VII of the Civil Rights Act of 1964 forbids sex discrimination in employment. A candidate, on the other hand, may volunteer to share such information.

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