Honouring Pride Month: 8 ways to interview with the LGBTQ+ community in mind

As Pride Month draws to a close for another year, we've pulled together an inclusive hiring guide to ensure your actions move beyond the rainbow logos and LinkedIn posts the whole year round.

Here are 8 ways to scrap the bias and ensure inclusive hiring for all those from the LGBTQ+ community and beyond - happy Pride, y'all!

In this blog, we will explore the ways in which LGBTQ people experience bias in the recruitment journey and provide EIGHT actionable strategies for employers to foster a more inclusive hiring environment.

1. Language and Job Advertisements

Employers should ensure their job advertisements use inclusive language that signals a welcoming and inclusive work environment. Avoid gender-specific pronouns and focus on the skills and qualifications required for the role. Additionally, consider including statements in job ads that explicitly mention the organization's commitment to diversity and inclusion, including but not limited to LGBTQ+.

>> EXPLORE HOW TO WRITE AN IMPACTFUL STATEMENT HERE .

2. Unconscious Bias in Resume Screening

Unconscious biases can unknowingly influence hiring decisions. Employers should educate recruiters and hiring managers about these biases and provide training to recognize and overcome them. Establishing standardized evaluation criteria can help mitigate bias and ensure that LGBTQ+ candidates are evaluated based on their qualifications rather than irrelevant factors such as their pronouns, profile photo, life partner.

>> EXPLORE HOW TO STRUCTURALLY REMOVE BIAS FROM CV’S HERE

3. Name and Gender Identity:

Allow candidates to provide their preferred name and gender identity to be used and referred to across their hiring, onboarding and employment journey. Respect and use these preferences throughout the recruitment process, including communication and interviews. Creating a safe space for LGBTQ+ individuals to express their authentic selves enhances their comfort and engagement.

>> EXPLORE HOW TO USE GENDERED PRONOUNS HERE

4. Interviewing Process

Develop inclusive interview guidelines that train interviewers on respectful and unbiased questioning. Avoid assumptions about candidates' personal lives including their living arrangements, parental status, or relationships. Focus on assessing their skills, experiences, and cultural fit with the organization. Emphasize behavioral-based questions that explore competencies and past experiences without imposing stereotypes.

>> EXPLORE INCLUSIVE ASSESSMENT & INTERVIEW SOLUTIONS HERE

5. LGBTQ Employee Resource Groups

Highlight the existence of LGBTQ employee resource groups or networks during the recruitment process. Communicate the organization's commitment to supporting diverse communities and fostering an inclusive workplace. This shows LGBTQ candidates that they would be joining an organization where their identities are acknowledged and valued.

>> EXPLORE OUR ULTIMATE D&I STARTER KIT HERE

6. Partnerships and Outreach

Actively engage with LGBTQ organizations and communities to strengthen relationships and broaden the talent pool. Participate in career fairs, conferences, and networking events that specifically target LGBTQ professionals. Establishing these connections helps build trust and demonstrates the organization's commitment to LGBTQ inclusion.

>> EXPLORE HOW TO BROADEN YOUR REACH HERE

7. LGBTQ-Inclusive Policies and Benefits

Review and update policies to ensure they are inclusive of LGBTQ+ individuals. Provide equal benefits for same-sex partners, gender-affirming healthcare coverage, and other LGBTQ-specific considerations. Highlight these policies in recruitment materials and during the interview process to demonstrate the organization's commitment to equality and inclusion.

>> EXPLORE HOW TO MAKE YOUR JOB VACANCY INCLUSIVE HERE

8. Continuous Learning and Improvement

Regularly assess the effectiveness of diversity and inclusion initiatives in the recruitment process. Collect feedback from LGBTQ+ candidates and employees to identify areas for improvement. Create an environment that encourages open dialogue, learning, and adaptation to ensure ongoing progress.

>> EXPLORE HOW TO TRACK LGBTQ+ REPRESENTATION HERE

Providing a safe space

If you’re seeking ways to provide your LGBTQ+ employees a safe space during pride month and beyond, check out our advisor and guest content provider Matthew Carney’s blog here .

Or check out out D&Igest podcast episodes with…

Elliott Higgins on actionable D&I tips to improve inclusivity and why diversity is just another superpower

Matthew Carney on defining queer culture and building safe spaces for anyone that needs it with Knaphouse

ELIMINATING BIAS FROM THE RECRUITMENT JOURNEY IS ESSENTIAL FOR FOSTERING A DIVERSE AND INCLUSIVE WORKFORCE. BY ADOPTING INCLUSIVE PRACTICES, ORGANIZATIONS CAN ATTRACT AND RETAIN TALENTED LGBTQ PROFESSIONALS WHO CONTRIBUTE TO A CULTURE OF INNOVATION, CREATIVITY, AND SUCCESS. IT IS THROUGH INTENTIONAL EFFORTS THAT WE CAN BREAK DOWN BARRIERS, CELEBRATE DIVERSITY, AND CREATE A WORKPLACE WHERE ALL INDIVIDUALS, REGARDLESS OF SEXUAL ORIENTATION OR GENDER IDENTITY, CAN THRIVE AND REACH THEIR FULL POTENTIAL. TOGETHER, WE CAN BUILD A BRIGHTER, MORE INCLUSIVE FUTURE.

Reach out to [email protected] to learn how our tools and dashboard can help you ensure an inclusive and fair recruitment process for everyone, including your LGBTQ+ candidates.