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  • Writer's pictureJoseph Williams

Pride in Talent Acquisition: LGBTQ Inclusion in hiring

In today's rapidly evolving corporate landscape, diversity and inclusion (D&I) have become integral aspects of successful talent acquisition strategies.

Since 2015, LGBTQ+ inclusive hiring practices are gaining recognition as an essential component of fostering an inclusive and productive workplace environment.

Even though Pride is something we know should be embodied and encouraged all year round, for Pride Month this year, we will explore the significance of LGBTQ+ inclusive hiring, provide actionable insights for in-house recruitment and D&I teams, and highlight some data-supported best practices for y'all to use when building your business cases for better representation.

Understanding the Importance of LGBTQ+ Inclusion in Hiring

Enhanced Talent Pool: Research consistently demonstrates that LGBTQ+ individuals bring unique qualities to the workplace, making them valuable assets. LGBTQ+ communities are more likely to be creative, resilient, and driven. They are statistically more likely to offer fresh perspectives, innovative problem-solving abilities, and a willingness to challenge societal norms. The adversity and discrimination LGBTQ people often face fosters resilience and adaptability, while their experiences drive them to succeed and make a meaningful impact. Additionally, the intersectionality within the LGBTQ+ community brings diverse backgrounds and perspectives, enriching the talent pool and promoting innovation.

Legal and Ethical Considerations: Laws protecting LGBTQ+ individuals from discrimination are being enacted and reinforced worldwide. Adopting inclusive hiring practices ensures compliance with legal requirements and demonstrates ethical leadership and a commitment to social equity and fairness - which candidates are all over these days.

Business Reputation and Customer Base: Many of today's consumers increasingly prioritise organisations that embrace diversity and support LGBTQ+ rights. By prioritising and publicly supporting the inclusion of LGBTQ people, businesses can enhance their reputation, attract loyal customers, and broaden their customer base.

Actionable Steps for Effective LGBTQ+ Inclusive Hiring:

Educate and Train Recruitment Teams: In-house recruitment teams should receive comprehensive training on LGBTQ+ issues, terminology, and best practices. This knowledge enables recruiters to create a welcoming environment and effectively evaluate LGBTQ+ candidates without bias or stereotypes.

Review and Revise Job Descriptions: Ensure job descriptions use inclusive language and avoid gendered or heteronormative assumptions. Employing gender-neutral terms and emphasising the organisation's commitment to diversity will attract a more diverse candidate pool.

Cultivate Inclusive Employer Branding: Develop an inclusive employer brand that showcases the organisation's commitment to LGBTQ+ inclusivity. Promote diversity initiatives, employee resource groups, and success stories of LGBTQ+ employees to build trust and attract LGBTQ+ talent.

Create LGBTQ+ Inclusive Interview Processes: Implement structured interview processes that minimise bias and ensure a fair evaluation. Train interviewers on LGBTQ+ issues and provide guidance on avoiding inappropriate or discriminatory questions. Encourage LGBTQ+ candidates to express their authentic selves during the interview.

Partner with LGBTQ+ Organisations: Establish partnerships with LGBTQ+ organisations, such as professional networks, advocacy groups, or LGBTQ+ job boards. Engaging with these organisations can increase visibility among LGBTQ+ talent and provide valuable networking opportunities.

Implement Diversity Metrics and Reporting: Measure and track diversity metrics, including LGBTQ+ representation in the applicant pool, interview stage, and final hires. Regularly report these metrics to senior leadership, demonstrating progress and holding the organisation accountable for its diversity and inclusion goals.

Data-Supported Best Practices:

By leveraging these positive data points, businesses can recognise that LGBTQ+ inclusive workplaces promote equality and social justice and deliver tangible benefits, including improved financial performance, employee engagement, talent attraction and retention, positive company culture, customer loyalty, and risk mitigation. Embracing LGBTQ+ inclusion is a win-win situation that fosters success both within the organisation and in the broader market.

Improved Financial Performance: A Boston Consulting Group (BCG) study found that companies with more diverse management teams, including LGBTQ+ representation, reported higher innovation revenue. In fact, for every 10% increase in gender diversity, there was a 3.5% increase in innovation revenue.

Enhanced Employee Engagement: The Human Rights Campaign (HRC) Corporate Equality Index reveals that LGBTQ+ inclusive workplaces have higher employee engagement levels. Employees who feel supported and valued for their authentic selves are likelier to be engaged, productive, and committed to the organisation's success.

Attraction and Retention of Top Talent: LGBTQ+ inclusive workplaces have a competitive advantage in attracting and retaining top talent. A Glassdoor survey found that 70% of job seekers prioritise workplace diversity when considering job offers. LGBTQ+ individuals are likelier to choose employers known for their inclusive policies and practices.

Positive Impact on Company Culture: An inclusive workplace that celebrates LGBTQ+ diversity creates a culture of acceptance and respect. This fosters a sense of belonging for all employees, leading to increased collaboration, creativity, and teamwork. Positive company culture has a ripple effect on employee morale, satisfaction, and overall performance.

Increased Customer Loyalty and Market Share: Research conducted by Witeck Communications revealed that LGBTQ+ consumers are fiercely loyal to companies that support and advocate for LGBTQ+ rights. By embracing LGBTQ+ inclusive practices, businesses can expand their customer base, increase brand loyalty, and gain a competitive edge in the LGBTQ+ consumer market.

Mitigation of Legal and Reputational Risks: Implementing LGBTQ+ inclusive policies and practices helps organisations comply with legal requirements related to anti-discrimination laws. It also safeguards against potential legal and reputational risks associated with discrimination claims. Maintaining a strong track record of LGBTQ+ inclusivity demonstrates ethical leadership and builds stakeholder trust.

Embracing LGBTQ+ inclusive hiring practices is a legal requirement and a strategic advantage for organisations. By prioritising diversity and inclusion, businesses can attract top talent, enhance their reputation, and drive innovation and growth. With the actionable steps and data-supported best practices outlined in this blog, in-house recruitment and D&I teams can take pride in creating a workplace where LGBTQ+ individuals can thrive and contribute their unique talents.

Want our quick tips guide for making your recruitment processes more LGBTQ-inclusive?

Clu LGBTQ Inclusive Hiring Resource Screen Shot. The screen shot of the guide contains the first two tips, 'educate and train your recruitment teams' and 'review and revise job descriptions'. The screen grab is on a white background with a green circle on it.

Download it here:


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