5 Keys of an LGBTQ+ Community-Friendly Hiring Process

But let's face it, the landscape of diversity and inclusion is still evolving. While progress is being made, nearly half of LGBTQ+ employees are still not out at the office, and a staggering 75% have faced workplace discrimination because of their identity.

These numbers are even higher for transgender individuals.

That's why we need a hiring process that actively addresses these disparities, especially for remote teams where building a strong sense of community can be tricky.

This article outlines 5 key elements to help you attract and retain top LGBTQ+ talent:

1. Train Your Team to Be Champions of Equality

• Educate your staff on discrimination policies and cultural sensitivity. It's crucial everyone understands and respects your commitment to inclusion.
• Teach them about setting boundaries, respecting diverse experiences, and creating a safe space for feedback and raising concerns.

2. Make Your Inclusivity Shine

• Show off your dedication to LGBTQ+ inclusion beyond just words. Start a virtual workplace pride group to support your internal community, share stories of your diverse team on social media, and partner with LGBTQ+ organizations.
• This sends a clear message to potential candidates: you're serious about celebrating everyone's unique background.

3. Speak the Language of Inclusivity

• Clearly state your non-discrimination policy, ensuring it embraces all gender identities and sexual orientations in virtual working environments. Make it a living document so that people can contribute to it over time.
• Encourage feedback from candidates and be open to making changes based on their experiences. Show them you genuinely want to build an inclusive space.

4. LGBTQ+ Isn't Monolithic

• Recognize that the LGBTQ+ community is diverse. Respect different racial, ethnic, and socioeconomic backgrounds within the community, and acknowledge the full and continuously evolving range of sexual orientations and gender identities.
• Ditch ‘heteronormative assumption’ and build a hiring process that embraces this beautiful diversity. Embrace gender neutral language for a more inclusive workplace.

5. Safety First, Always

• Studies show 23% of US LGBTQ+ employees face workplace hostility, especially trans and minority members. Make sure your remote team feels safe and supported no matter where they live – consider the implications.
• This means building trust, addressing inappropriate behavior quickly, and creating a zero-tolerance policy for discrimination.

By focusing on these five pillars, you'll not only attract talented individuals from all walks of life, but also enrich your organization with a wealth of fresh perspectives and experiences.

Building an LGBTQ+ community-friendly hiring process is a journey towards a more diverse and equitable workplace. And that’s better for everyone!