It can only be a positive thing that the phrase ‘diversity and inclusion’ is a familiar one in the workplace. Awareness is absolutely the first step, and many organisations are on-board with the idea that creating an inclusive culture is the priority – because it’s a moral necessity, but also due to the business benefits of diversity.
That means attracting diverse candidates is key. But while one main focus is (rightfully) ethnicity, how do you recruit more LGBTQ+ applicants? How do you send a clear message that they’re welcome, and that your organisation has something to offer them?
First things first: why should you be concerned about attracting and retaining LGBTQ+ talent? Besides the fact that equality should be a core tenet of your organisation, studies have shown that LGBTQ+-inclusive businesses have higher stock market valuations and overall profitability
Your employee value proposition is everything you offer to your people – from salary and perks to a sense of purpose and attractive policies. Considering your EVP is important, as it means that you’re not solely reliant on paying the highest salaries in the market. You can appeal to other motivating factors.
For LGBTQ+ workers, it’s easy to be overlooked. Their identity may not be immediately apparent, they’re bundled into a vastly varied group – with sexuality and gender identity too often conflated – and they’re at risk of discrimination from multiple angles, for multiple reasons.
Employers need to treat carefully, but purposefully, on factoring these different experiences and needs into their EVP. Or achieving true inclusion will stay a distant aspiration.
If you want to boost LGBTQ+ inclusion in the workplace, but aren’t sure where to start, here’s some ideas (but as we’ll discuss, there’s no substitute for simply listening):
If you’re deciding what policies, perks, and practical elements to include in your EVP, these ideas may be helpful. But your first step should always be to listen to your current employees. What do they want? What are they missing? Why don’t they feel catered to?
Our platform can help with that. It’s powered by insightful listening technology, so you can understand exactly what your employees think and feel.
By sending an inclusion survey – for example – you can understand who feels safe and accepted, any gaps in your EVP, and what areas you need to focus on. Maybe it’s ‘tools’, maybe it’s ‘transparency’. Whatever insights you get back, you can use them to build a better EVP. One that includes everyone.
You can start using our platform today, for free: