Equity, diversity and inclusion (ED&I) are no longer buzzwords in today's talent landscape. Companies understand the power of a diverse workforce, and LGBTQ+ inclusion is key to building a strong ED&I strategy. But why should you allow your recruitment partner to be more active in ensuring LGBTQ+ representation in the workplace?

The Power of Diverse Teams:

There's a compelling business case for LGBTQ+ inclusion. Studies have shown that companies with diverse teams outperform their less diverse counterparts. A McKinsey report found that companies in the top quartile for diversity are 36% more likely to outperform competitors on financial benchmarks. This is because diverse teams bring a wider range of perspectives to the table, fostering innovation and better problem-solving.

Recruiting for the Future:

Recruiters play a critical role in attracting top talent. By working with a recruiter who expands your reach to include LGBTQ+ communities, they open up a valuable pool of qualified candidates. Partnering with LGBTQ+ organisations, attending career fairs focused on diverse talent, and utilising LGBTQ+-friendly recruitment platforms like myGwork or  LGBT Jobs, are all effective strategies.

Beyond the Rainbow: Building an Inclusive Workplace:

Creating a welcoming environment is essential for retaining LGBTQ+ talent. Your recruiter can play a part in setting the tone by crafting inclusive job postings. This means using gender-neutral language, avoiding stereotypical assumptions about roles, and highlighting the company's commitment to diversity.

From Hiring to Thriving:

An inclusive workplace goes beyond just hiring a diverse workforce. It's about creating a culture where everyone feels valued and respected. Your recruitment partner should be able to advise the creation of Employee Resource Groups (ERGs) specifically for LGBTQ+ staff to foster a greater sense of community and belonging.

Leadership Matters:

A strong ED&I strategy requires leadership buy-in. In a recent survey conducted by Capstone, three-quarters of LGBTQ+ respondents said their organisation had an ED&I policy, but only a quarter thought that the leadership team would always take strict action against intolerance or discrimination.

This is a concerning finding since it may indicate that businesses are implementing ED&I policies without following through on what these policies are supposed to mean. Recruiters can champion LGBTQ+ inclusion by highlighting the benefits to your business and showcasing the success stories of other organisations to your leadership team. Leaders who are visible in their support for diversity initiatives send a powerful message to potential and current employees.

The Future of Work:

The landscape of LGBTQ+ inclusion in the workplace is constantly evolving. Organisations that work with ED&I-focused recruiters and stay informed about emerging trends and challenges will be better equipped to adapt their strategies. This might involve keeping up with legal developments regarding LGBTQ+ rights or exploring new technologies that can help create a more inclusive recruitment process, such as AI tools which eliminate gender-exclusionary language.

By taking these steps, your business can become a champion for LGBTQ+ inclusion, playing a vital role in building a diverse and thriving workplace for all. To gain further insights on the impact a comprehensive ED&I strategy can have on your business, you can download our Equality, Diversity and Inclusion Report for 2024 by clicking here.

Sources:

Diversity matters even more: The case for holistic impact, McKinsey, 2023

LGBTIQ+ Employee Resource Groups: What does the science say?, Liz Bostock  Workplace Pride, 2021  

Capstone Equality, Diversity and Inclusion Report 2024  Capstone Recruitment, 2024