6 Ideas for Developing an LGBTQ+ Friendly Recruiting Process

To attract more LGBTQ+ individuals to a corporation, it must be ensured that the environment is welcoming and inclusive. This can be achieved by providing a workspace that is free from discrimination and values safety and security. Moreover, open dialogue regarding LGBTQ+ issues should be encouraged and relevant policies must be in place to protect employees from any form of harassment or marginalization. Additional resources such as support groups, counselling services and gender-affirming benefits must be provided to LGBTQ+ employees. Above all, a company must have strict safeguards in place to ensure that LGBTQ+ employees are treated with fairness and are not subject to any form of discrimination. These measures will enable a company to develop a more diverse and inclusive workforce and foster a culture that is more LGBTQ+-friendly.

Continue reading to find out.

6 Tips for Developing a LGBTQ+-Friendly Recruitment Process

As June 2022 approaches, it is evident that discrimination against the LGBTQ+ community persists in the workplace. Despite some progress towards creating an inclusive environment for this group, they still face job discrimination. Research indicates that achieving complete employment equality is still a long way off.

Reports suggest that almost 47% of LGBTQ+ individuals in the United States are currently unemployed, with a striking 75% of this community stating they have experienced difficult job situations due to their sexual orientation or gender identity. These alarming statistics indicate the urgent need for support from colleagues, supervisors, and higher-level executives to create a more supportive work environment for the LGBTQ+ community.

To achieve equality and foster a welcoming environment for the LGBTQ+ community during the recruitment process, it is essential to take targeted steps to offer support to current LGBTQ+ employees and strengthen workplace inclusion efforts. Here are six strategies to develop a recruitment process that is LGBTQ+-friendly:

6 Approaches to Foster a Welcoming Recruitment Process for the LGBTQ+ Community

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

    It is essential for all workers, regardless of their position, to be familiar with an organization’s equality and inclusion policy, even if the company’s values are communicated from the top.

    During the onboarding process, it is crucial to ensure that employees are aware of the expectations, limits and cultural and behavioural guidelines to be observed. Creating a culture of openness and transparency, where employees can express their feedback and report any inappropriate conduct, is also vital. To guarantee a safe and equitable workplace, companies must train their managers to apply and enforce impartial policies that safeguard all employees from any form of discrimination or abuse.

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

    a. How discrimination and abuse of LGBTQ+ individuals manifests within organizations?
    b. Why is prejudice towards the LGBTQ+ community damaging to both companies and employees?
    c. How should anti-LGBTQ+ prejudice be confronted or addressed?
  2. Include the LGBTQ+ community in your brand

    Besides incorporating LGBTQ+-friendly language into your career website, it is crucial to consider other signals that job seekers may perceive, indicating that your business is an inclusive and supportive environment for the LGBTQ+ community. By carefully assessing what messages your company may be conveying, you can ensure that job seekers have a clear understanding of your commitment to fostering a safe and equitable workplace.

    Adding signals such as a rainbow sticker on the corporate emblem or a social media post can demonstrate your organization’s commitment to recruiting individuals from the LGBTQ+ community and promoting equality. Such measures may prove to be highly effective in attaining successful diversity hiring for your company.

    Pfizer is a staunch supporter of the LGBTQ+ community, as evidenced by their sponsorship of the Healthcare Equality Index of the Human Rights Campaign and their annual support of the esteemed nonprofit organization Out & Equal Workplace Advocates. Pfizer’s dedication to promoting inclusion and diversity in the workplace reflects its commitment to building a more equitable society.
  3. Explicitly communicate your LGBTQ+ recruitment efforts

    It is crucial that all communications from our organization clearly articulate our commitment to non-discrimination, including sexual orientations and gender identities. Additionally, we believe that soliciting honest feedback from our applicants is essential to our success. This feedback enables us to gain insight into what our organization is doing well, as well as areas for improvement. We will remain open to new ideas and take proactive steps to address any issues that may arise.

    Use the following strategies to raise awareness of the LGBTQ+ community among prospective candidates:

    a. Bring attention to your existing LGBTQ+ talent. Create a video showcasing their testimonials and share it on social media.
    b. Use the job section of your website to demonstrate your commitment to diversity and inclusion.
    c. Utilize press releases to educate potential employees about your inclusive policy.
  4. Recognize the Diversity of the LGBTQ+ Community

    It is crucial to recognize and communicate to your company that individuals who identify as lesbian, gay, bisexual, transgender, queer, asexual, or intersex (LGBTQ+) do not constitute a singular, unified group. When referring to this community, it is essential to refrain from using language that implies a single identity, such as “gay” or “queer”, as this can exclude those who are transgender, asexual, or intersex.

    Candidates from the LGBTQ+ community come from diverse racial, cultural, gender, and socioeconomic backgrounds, as well as varying sexual orientations and gender identities. This diversity of experience and perspective reflects the strength and resilience of this ever-growing community.

    Therefore, it is imperative that your messaging remains impartial. Here are a few additional suggestions:

    a. Avoid gender-specific language in job ads, job descriptions, and inclusion policies.
    b. Forego salutations in email bodies.
    c. Avoid grouping LGBTQ+ individuals into a single category. See them as individuals.
  5. Create a More Welcoming Workplace for LGBTQ+ Staff

    The protection and safety of LGBTQ+ individuals in the workplace is an urgent issue. Recent studies show that one in five LGBTQ+ employees have been subjected to mistreatment at work. This figure is even higher for trans individuals and members of the LGBTQ+ community who also belong to a racial or ethnic minority.

    Therefore, taking specific measures to prevent workplace discrimination is essential.

    Our organization is committed to promoting inclusivity for all members of the LGBTQ+ community. To that end, we are highlighting our LGBTQ+-friendly policies and benefits, collaborating with organizations dedicated to addressing issues faced by the LGBTQ+ community, and establishing employee resource groups to offer a safe and supportive environment. Moreover, our LGBTQ+ team members have generously volunteered to share their stories with others, enhancing our commitment to diversity and inclusion.

    Individual team members may also demonstrate their dedication to diversity on a smaller scale by simply including their preferred pronouns in their email signatures.
  6. Promote Inclusion Beyond the Human Resources Department

    Every member of the organization bears the responsibility of promoting inclusivity, but those who encounter job applicants must be especially attentive in cultivating a welcoming work environment for all. They must recognize the significance of fostering an atmosphere of acceptance and inclusivity.

    During the recruitment, supervision, and training of these applicants, it is critical that all individuals involved possess a comprehensive understanding of microaggressions and the adverse effects that unconscious bias can have in the workplace.

How to Foster an LGBTQ+-Friendly Hiring Process During Pride Month?

Establishing an LGBTQ+-friendly recruitment process requires more than just displaying a rainbow on your business’s LinkedIn profile during Pride Month. Encouraging LGBTQ+ applicants, hosting LGBTQ+ events, and collaborating with LGBTQ+ networks can serve as initial steps for recruiting LGBTQ+ employees. Moreover, ensuring that your recruitment processes are free of discrimination and bias, as well as including LGBTQ+-friendly language in your job descriptions can make your company more appealing to potential LGBTQ+ candidates. Devoting time and effort to building an inclusive and welcoming work environment for LGBTQ+ staff is a critical aspect of creating a successful and diverse workforce.

The advocacy for increased workplace equality and inclusion is a crucial first step towards actual progress. These developments will facilitate better collaboration with other organizations and offer access to a more diverse range of potential hires.

Providing financial assistance to organizations and charities dedicated to creating a positive impact is an additional method of demonstrating your commitment to the LGBTQ+ community. Conducting frequent self-assessments to identify any discriminatory behaviour and implementing necessary changes is also critical; just as Works does.

With the implementation of the AI-powered Intelligent Talent Cloud, Works can efficiently source, evaluate, match, and oversee the most exceptional software experts worldwide from a remote location. This allows Works to establish a recruiting and screening process that is fully unbiased and impartial.

Works is a pioneering platform that simplifies and enhances the remote recruitment process for both businesses and software engineers. In as little as three to five days, companies can gain access to a broad spectrum of pre-screened and exceptionally skilled software engineers from Silicon Valley across over a hundred different specialties.


  1. How to Attract LGBTQ+ Candidates?

    Attracting a greater number of LGBTQ+ staff is a crucial objective for any organization. To achieve this goal, several measures can be taken. Firstly, it is essential to educate existing employees on anti-discrimination regulations. This ensures that everyone in the company understands what is considered acceptable behaviour. Secondly, businesses should consider incorporating LGBTQ+ inclusivity into their brand. This may consist of using gender-neutral language in marketing materials and advocating for the LGBTQ+ community in public messaging. Thirdly, businesses should communicate their LGBTQ+ recruitment initiatives effectively. This could involve listing these initiatives in job postings, addressing them in employee handbooks, and advertising them on the company website. Fourthly, it is vital to acknowledge that LGBTQ+ encompasses a wide range of individuals, each with distinct needs. Businesses must strive to create an inclusive and welcoming atmosphere for everyone. Fifthly, it is important to ensure that all workplaces are safe for LGBTQ+ employees. Organizations should have a policy for detecting and addressing any discrimination or harassment that occurs. Finally, businesses should strive to extend inclusion beyond the human resources department. This could include providing diversity and inclusion training to all employees, developing employee resource groups, or providing LGBTQ+-specific benefits. By implementing these actions, businesses can cultivate a more inclusive workplace environment and attract more LGBTQ+ employees.
  2. Is it Permissible for an Employer to Ask About Your Sexual Orientation?

    According to the Civil Rights Act of 1964, employers are prohibited from asking questions about a candidate’s gender or sexual orientation during the hiring process. Discrimination on the basis of gender or sexual orientation is illegal. However, an applicant may choose to disclose this information voluntarily as part of their job application.

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