It’s Pride month! 🏳️🌈 For this reason, we would like to highlight the link between recruitment and the LGBTQIA+ community. It is important to ensure that the hiring process in your company takes diversity into account. It is now well established that being diverse in a company increases its efficiency. Diverse management increases turnover by 19 percent. But to achieve diversity, it all starts with hiring.
That is why today we are going to share with you how to make your recruitment LGBTQIA+ friendly!
1- Highlight your company’s values
If you want to welcome people from the LGBTQIA+ community, it is crucial that you highlight your company’s values and open-mindedness. Of course, if you show what you believe in as a company, in your work, or even in your social media, people will understand that you are a welcoming company that isn’t scared of diversity. That will encourage people from the LGBTQIA+ community to join your team.
2- Transparent policies
Your company’s policies need to match your values and those of the LGBTQIA+ community. This means, making sure everyone will be treated equally in different manners, no matter what sexual orientation they have, no matter whether or not they are man, woman, or non-binary. People also should feel safe with your policies: this means life insurance, medical benefits and making sure reports of discrimination are taken seriously.
3- Use gender neutral language in your recruitment messaging
Your communication is really a key to your recruitment efficiency. In fact, you can directly make people feel at ease and feel understood by your company. This can be seen by the simple title of the job offer: putting for example, “Male / Female/ Non-Binary”, or maybe writing a sentence mentioning how important diversity is in your team. This will also help you attract people from the LGBTQIA+ community making them feel comfortable talking to you and sending their applications.
4- Ask candidates for honest feedback about their experience
In order to evolve and develop your recruitment process in a good way, it is smart to take into account testimonies such as those of past employees, current employees or simply people that have been interviewed by your company. Honest feedback will allow you to see if you really are respectful and loyal to the values and messages you want to transmit.
5- Train all staff on discrimination and respect
Your company isn’t only what you show on your social media, but also and above all what you transmit within the team. Your role is also to raise awareness and make sure your own team feels at ease, understands the importance of respect and diversity. This will obviously have an impact on your recruitment process.
Let’s not forget to remain open-minded and benevolent also in the business world.
We hope that these 5 points have helped you understand in a better way how to become an LGBTQIA+ friendly company 🌈
Shannon O’Shea, 10 ways to ensure your recruitment process is LGBTQ friendly.
Miriam Groom, How to Promote LGBTQ Equality in Your Recruitment Process.
Ankit Sahu, 6 Ways to Create an LGBTQ+ Community Friendly Hiring Process.
Talent Sales Account Manager
Talented International – Artificial Intelligence Recruiting
Barcelona – Berlin – Dublin – Paris
Phone : +33 1 84 88 97 97
Need more HR advice and recruitment tips? Get in touch with us!