Supporting and Attracting LGBT+ Talent in Your Workplace
Hiring Insights ...
As Pride Month rolls around each year, businesses worldwide change their logos to vibrant rainbow colours in an effort to showcase their support for the LGBTQ+ community. But this seems to be losing people — even members of the community itself, the very people with whom these branding efforts are intending to show solidarity with.
In 2021, a Yolk client directly posed to us a pivotal question: "What are you really doing?"
This question sparked a transformative journey for us. How could we show what we stand for in an authentic, meaningful, and accountable way? Initially, we’d been hosting internal events and planned donations for LGBTCymru but, after engaging with the client, it was clear that we were capable of making more meaningful improvements for the LGBTQ+ community with our business, and made it our mission to extend our efforts beyond just the month of June.
Now, three years on, we’re continuing to do everything we can to make sure Yolk has a reputation for inclusivity and acceptance, and that everyone who comes into contact with our brand associates that with our normal logo, year-round.
Figures from Stonewall highlight the ongoing challenges faced by the LGBTQ+ community in the workplace, reinforcing the need for genuine, year-round commitment to equality, diversity, and inclusion (EDI) initiatives. Public support from organisations is crucial for visibility and change, but it must transcend marketing and PR.
More than a third of LGBT staff (35%) have hidden that they are LGBT at work for fear of discrimination.
Almost one in five LGBT staff (18%) have been the target of negative comments or conduct from work colleagues because they’re LGBT.
One in four trans people (26%) aren’t open with anyone at work about being trans. This number increases to about two in five non-binary people (37%) who aren’t out at work.
Almost one in five LGBT people (18%) who were looking for work said they were discriminated against because of their identity while trying to get a job.
It’s more important than ever that your business is taking proactive steps to not only actively support but attract LGBTQ+ talent. Here’s how you can make a difference:
Inclusive Language
Ensure all communications, from job descriptions to promotional materials, use inclusive language that moves beyond binary, gendered terms. This clearly signals a commitment to gender diversity.
Tailored Policies
Recognising individual needs is vital. How often do you reassess your policies? Consider revisiting and updating these to be inclusive and relevant. This could include an inclusive parental leave approach.
Zero Tolerance for Transphobia
Safeguarding your workplace with clear, unequivocal protocols on discrimination is crucial. Collaborate with your HR team to ensure everyone understands the importance of these measures. At Yolk, we operate regular HR Insights sessions across the year focusing on supporting business owners and HR professionals be more inclusive. You can listen to our episode focused on improving EDI policies to better support your LGBTQ+ employees here.
Training and Empowerment
Bringing your team along on this journey is essential. Explain how these initiatives align with your values, making your company a better place to work and benefiting all employees.
As we continue to celebrate Pride, our commitment to genuine support and inclusion remains steadfast. We invite you to join us in making a lasting impact, ensuring that your workplace and society are welcoming and inclusive for everyone, every day of the year.
Useful Resources
For further information and support, here are some valuable resources: