1) Get your organisation LGBTQ+ assessed and recognised
Organisations with demonstrable LGBTQ+ inclusive practices have a significant advantage in attracting and retaining top talent. Specifically, 64% of LGBTQ+ talent and 55% of allies report being more likely to apply to organisations that have undergone an LGBTQ+ assessment such as the iiBT, LGBT Great’s LGBTQ+ inclusion benchmarking tool.
2) Build the DE&I knowledge of your talent attraction professionals
Building the DE&I capability of your talent attraction professionals and hiring managers is a crucial way to get ahead. Our data sample showed that 60% of talent attraction professionals surveyed believed hiring managers were not well-versed in LGBTQ+ DE&I. This highlights a clear disconnect between recruiters and LGBTQ+ talent & allies.
3) Spotlight your LGBTQ+ employees and set public DE&I aspirations
External visibility of LGBTQ+ employees and other DE&I initiatives has a significant impact on an organisation’s ability to attract top talent. Showcasing LGBTQ+ representation through employee testimonials and inclusive content not only strengthens your employer brand but also influences the perceptions and decisions of potential candidates.
4) Empower your leaders to become authentic DE&I data ambassadors
To cultivate a truly inclusive workplace, it is essential to gather and analyse demographic data of your workforce, particularly focusing on underrepresented groups like the LGBTQ+ community. This data-driven approach is crucial for developing and implementing effective policies that promote meaningful and measurable progress towards inclusion.
5) Partner with LGBTQ+ focussed job platforms
57% of LGBTQ+ talent express a preference for LGBTQ+ inclusive job boards. LGBTQ+ job boards are a crucial offering for LGBTQ+ talent, allies and recruiting teams. Such partnerships are crucial in addressing some of the biggest recruitment challenges and cultivating inclusive recruiting practices that LGBTQ+ and non-LGBTQ+ talent can trust.
