While the cultural embrace of Pride every June represents positive momentum toward acceptance of the LGBTQ+ community, employers have an obligation to do more than change corporate logos to rainbow colors for a month.
LGBTQ+ hiring and allyship is yearlong.
Engaging young LGBTQ+ talent means embracing inclusive and equitable practices to hire, support, and retain these individuals. Recognizing and understanding the lived experiences of LGBTQ+ candidates and employees can set your company apart—and make it clear that your brand is doing more than just jumping on the annual Pride bandwagon.
All gender identities and pronouns should have an equal weight of importance, yet only 18% of recruiters ask for a candidate’s preferred pronouns during the recruitment process. Making this small adjustment to your process can signal to a candidate that your company is an inclusive place.
Download our “Beyond Pride: Guide to Hiring LGBTQ+ Early Talent” for:
- Replicable tactics to authentically recruit, hire, and retain LGBTQ+ early talent
- Context for the cultural and legal landscape around gender and sexual orientation
- Demographics and relevant statistics about LGBTQ+ Gen Z and allies on Handshake
- A glossary of terms to ensure you’re using language with intention
You’ll also learn about Procter & Gamble’s “This Is Love”, a virtual event which drove 500+ applications to their key roles. Take inspiration from their outreach and engagement strategy and learn how P&G practiced social listening to reflect the LGBTQ+ community in their programming so you can plan a similar event at your company.
Remember that hiring LGBTQ+ candidates and creating a workplace culture that is authentically inclusive of the LGBTQ+ community doesn’t happen in one month—relationships are built a little every day and all year round.
