6 Ways to Show Pride During Your Recruitment Process
2 minutes | Posted 16 June, 2021

Pride month is a global celebration of the LGBTQ community that takes place annually during the month of June.

During Pride month, the LGBTQ+ community comes together to celebrate their culture and history, and to remember the struggles they’ve faced to overcome prejudice.

Organizations around the world are keen to show their support and their commitment to diversity and inclusion. However, there’s so much more to supporting the LGBTQ+ community than flying the rainbow flag.

As an employer, there are many ways to show your support, and it starts during your recruitment process.

Here are some tips to make members of the LGBTQ+ community feel welcome and respected during your recruitment process:

  • The first impression of your company often comes from your careers page. This is a great place to let LGBTQ+ job seekers know that they are respected and valued. Consider adding a line like this to your careers page: “We invite and encourage applications from people that self-identify as a member of an equity-seeking group, which includes female, trans* (trans, transgender, transsexual, genderqueer, two-spirit, transwoman, transman), visible minority or racialized people, Aboriginal (Indigenous) people, people with a disability, or lesbian, gay, or bisexual.”
  • Working with LGBTQ+ charities is a great way to show that you aren’t ‘all talk and no action’ when it comes to supporting the LGBTQ+ community. Consider mentioning these charitable initiatives on your website.
  • During the application process, consider asking job seekers to verify their preferred pronouns. This way they can be as comfortable as possible should they be invited for an interview. However, it’s important for this to be optional, to avoid putting applicants under pressure. Consider a line like this: “If you feel comfortable doing so, please outline your preferred pronouns.”

New call-to-action

  • Make sure that your benefits package is inclusive of the LGBTQ+ community. For example, make sure you offer parental leave as opposed to maternity leave, including same-sex couples. Paid sick leave can be extra beneficial to LGBTQ+ individuals, who may need to travel or take time off to get access to necessary medical services.
  • A new employee may worry about facing discrimination when they join the team. Provide all staff with Learning and Development opportunities around inclusion and diversity.
  • If you’re doing in-person interviews, try to provide access to gender-neutral washrooms. This might not always be possible, especially for companies in shared office buildings, but when available, it can make a big difference.

Showing your support to the LGBTQ community can take minimal effort, but can make a big difference in making candidates feel welcome, respected and included.

Scout Talent provides recruitment software and services that enable you to find the very best talent. Contact us today to get more information on how we can help.

We recently did a podcast on how an Applicant Tracking System can promote diversity. Listen here.

To get regular information that adds value to your business, sign up to receive Scout Talent email updates. We promise to only send you information that you’ll find useful. 

New call-to-action