Inclusive hiring isn’t just a box to check or a seasonal initiative – it’s a long-term business imperative.
Here’s how you can incorporate a more inclusive hiring process into your business.
1. Start with inclusive job descriptions
Words matter. The language in your job postings sets the tone for who feels welcome to apply.
Make sure your job descriptions:
- Use gender-neutral language (e.g., “they/them” instead of “he/she”).
- Focus on essential skills and outcomes, not personality stereotypes.
- Highlight benefits that support LGBTQ+ employees, such as: Inclusive healthcare coverage Equal parental leave for all family structures Mental health support tailored to diverse needs
An inclusive benefits package signals your company isn’t just accepting – it’s actively supportive.
2. Expand your talent sources
If you’re always fishing in the same pool, you’ll keep catching the same fish. To build a more diverse workforce, broaden where you post roles and how you attract candidates!
Try:
- Posting jobs on LGBTQ+ job boards and community sites like Out & Equal, Pink Jobs, or myGwork.
- Partnering with LGBTQ+ professional associations such as OutBritain UK.
Consider including real employee stories from LGBTQ+ team members on your careers page or social media.
Representation builds trust and encourages others to envision themselves at your company.
3. Design an inclusive interview process
The recruitment process is often where unconscious bias shows up most clearly. To minimise this, structure your interviews with intention.
Here’s how:
- Train your interviewers on inclusive practices, including awareness of language, body language, and how to avoid assumptions.
- Standardise questions to ensure consistency and fairness across candidates.
- Offer candidates the chance to share their preferred name and pronouns early in the process.
- Create safe, affirming interview experiences – whether virtual or in-person – where everyone feels respected and heard.
Inclusivity at the interview stage also means recognising that not all candidates have had equal access to opportunities. Focus on potential and transferable skills rather than rigid qualifications or linear career paths.
Pride is a celebration – and a call to action
Pride Month is a moment to honour the progress the LGBTQ+ community has made – but it’s also a reminder of the work still to do. Inclusive hiring isn’t a campaign. It’s a commitment.
0114 321 1873 | eyup@glurecruit.co.uk | www.glurecruit.co.uk