Imagine showing up to work every day feeling like you need to hide a fundamental part of who you are. For many LGBTQ+ individuals, this has been – and in some workplaces, still is – a reality.
A truly inclusive workplace begins with creating a safe space: an environment where every employee feels psychological safety, respected, and valued for their authentic self, without fear of judgement, discrimination, or harassment. When LGBTQ+ employees feel safe, they are more likely to be engaged, productive, and innovative. They can bring their whole selves to work, contributing their unique perspectives and talents without the added burden of self-censorship. Conversely, a lack of psychological safety leads to disengagement, high turnover, and a significant drain on an organisation’s potential.
Attracting LGBTQ+ talent: looking beyond the rainbow
Many companies proudly display rainbow logos during Pride Month, but attracting LGBTQ+ talent requires more than symbolic gestures. It demands genuine commitment and concrete actions.
Here are some strategies for attracting top LGBTQ+ talent:
- Develop authentic employer branding: Showcase your commitment to LGBTQ+ inclusion year-round, not just in June. Highlight your Employee Resource Groups (ERGs), inclusive policies, and diverse leadership in your recruitment materials, career pages, and social media. Use inclusive language and imagery that reflects the diversity of the LGBTQ+ community.
- Write inclusive job descriptions: Review job descriptions for gendered language or biases. Focus on skills and qualifications rather than traditional moulds. Consider including statements about your commitment to diversity and inclusion.
- Build partnerships with LGBTQ+ organisations: Collaborate with LGBTQ+ professional organisations, student groups, and community centres. Attend LGBTQ+ career fairs and sponsor relevant events. This demonstrates a proactive approach to engaging with the community.
- Promote visible LGBTQ+ allies and leaders: Highlight your LGBTQ+ employees and allies in leadership positions or as part of your recruitment outreach. Seeing themselves represented can be incredibly powerful for prospective candidates.
- Introduce clear non-discrimination policies: Ensure your non-discrimination policies explicitly include sexual orientation, gender identity, and gender expression. Make these policies easily accessible and communicate them clearly.
Hiring for inclusion: a fair and equitable process
Once you’ve attracted a diverse pool of candidates, the hiring process itself must be equitable and free from bias. Consider these steps you can take to help ensure a fair process:
- Introduce bias training for hiring managers: Equip your hiring teams with training on unconscious bias, particularly around LGBTQ+ stereotypes and assumptions.
- Standardise your interview questions: Use structured interviews with standardised questions to ensure all candidates are evaluated on the same criteria. This reduces the likelihood of subjective or biased assessments.
- Ensure diverse interview panels: Include diverse interviewers on your panels, ideally with representation from different backgrounds and perspectives, including LGBTQ+ employees or allies.
- Use gender-neutral language in communications: Ensure all communication with candidates uses respectful and gender-neutral language. Ask for and use candidates’ preferred pronouns.
- Focus on skills and experience: Emphasise skills-based assessments and practical demonstrations of ability over a subjective “culture fit,” which can often perpetuate existing biases.
Retaining LGBTQ+ talent: cultivating a thriving work culture
Hiring diverse talent is only half the battle; retaining them requires an ongoing commitment to fostering an inclusive and supportive environment.
Key strategies for retention include:
- Introducing robust DEI policies and practices: Go beyond non-discrimination. Implement comprehensive policies that support LGBTQ+ employees, such as inclusive healthcare benefits, parental leave for all types of families, and clear guidelines for preferred pronoun usage.
- Foster strong LGBTQ+ employee groups: Empower and support LGBTQ+ communities internally. These groups provide a vital safe space for advocacy, and a platform for employees to share experiences and drive change within the organisation. At TH and Brunel, we have Diversity, Inclusion and Belonging committees that meet monthly to organise internal education and celebrations. DIB also makes up part of the agenda for our Senior Leadership meetings. In 2024, we ran more DIB events and initiatives than in any year previously.
- Introduce inclusive leadership training: Train managers and leaders on inclusive leadership practices, including how to be effective allies, address everyday prejudices and subtle discrimination, and foster an environment where all team members feel psychological safety and belonging.
- Enable mentorship and sponsorship programmes: Create opportunities for LGBTQ+ employees to connect with mentors and sponsors who can help them navigate their careers and advance within the organisation. At Taylor Hopkinson, our internal mentoring programme provides opportunities for these types of relationship, and we work with Career Ready to mentor young people and offer them paid internships each summer.
- Facilitate open communication channels: Establish safe and confidential channels for employees to report discrimination or harassment. Act swiftly and decisively on all reports.
- Celebrate and educate: Showcase your organisation’s active participation in Pride Month and other LGBTQ+ awareness days. Host educational workshops and events that promote understanding and allyship throughout the year.
- Enable flexible work arrangements: Offer flexible work options that support diverse needs and personal circumstances, which can be particularly beneficial for some LGBTQ+ individuals.
The ripple effect of inclusion
Investing in the recruitment and retention of LGBTQ+ talent isn’t just about doing the right thing: it’s a strategic imperative. Inclusive workplaces are more innovative, have higher employee satisfaction, and ultimately perform better. When employees feel safe, respected, and celebrated for who they are, they bring their best selves to work, driving creativity, collaboration, and success.
This Pride Month, let’s recommit to building workplaces where every individual, regardless of sexual orientation or gender identity, can thrive. By actively creating safe spaces and implementing robust strategies for attracting, hiring, and retaining LGBTQ+ talent, we not only strengthen our organisations – but also contribute to a more equitable and inclusive world for everyone.
