For Employers
Gen Z is the most diverse generation yet to hit the workforce, with 17% of global respondents identifying as LGBTQ+
To stay competitive, it’s essential to build an inclusive culture that appeals to this diverse talent pool. Here’s how LGBT Great can support your organisation:
Access Graduate, Intern, and Apprentice Talent Pools
Gain access to a diverse range of early career professionals actively seeking opportunities with inclusive employers.
Leverage
multidimensional diversity data
Gain insights into the diverse backgrounds of candidates to inform your recruitment strategies and foster an inclusive hiring process.
Promote your organisation, open positions
and events
Showcase your commitment to diversity by highlighting your inclusive workplace and available opportunities.
Implement data informed D&I strategies
LGBT Great’s Research Report – Redefining the Future: LGBTQ+ Talent Attraction & Perception has shown that building a diverse workforce catalyses innovation and productivity in organisations.
Consider these data-informed recommendations to help you futureproof your organisation and attract underrepresented talent :
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 Diversity 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.
Ready to make a difference?
By taking these steps, your organisation can not only meet the expectations of today’s workforce but also win the war for talent.
Remove barriers to entry in our industries and build workplaces where talent can thrive.
Redefining the Future: LGBTQ+ Talent Attraction & Perception
LGBT Great surveyed 1832 respondents across seven countries (UK, US, HK, SG, GER, FR, IND) and ran multiple focus groups to understand LGBTQ+ talent perception and attraction trends across the professional world, including a special focus on the financial services industry.
Read more and download the full report.
