Adrien Gaubert, cofounder at myGwork, The LGBTQ+ Business Community.
As autumn ushers in the university recruitment season—sometimes referred to as the “milk round”—employers face a crucial challenge: how to attract and retain Gen-Z talent.
For this generation, authenticity is non-negotiable, with nearly one-third of Gen-Z identifying as LGBTQ+, according to research from my company and PRRI.
In fact, the same research shows that three-quarters of LGBTQ+ job seekers hesitate to join companies where they can’t truly be themselves. They refuse to endure corporate cultures that stifle authenticity due to fears of bias, discrimination and limited growth opportunities.
For employers aiming to attract this demographic—which represents roughly a quarter of the workforce—creating genuinely inclusive environments is vital.
How Corporate Support For LGBTQ+ Issues Drives Inclusion
The research from my company also found a staggering 80% of LGBTQ+ students and graduates say that seeing visible LGBTQ+ role models in leadership roles significantly influences their decision to accept job offers. If your leadership team doesn’t reflect the diversity of your workforce, you risk missing out on this valuable talent.
Dealing with discrimination, however, remains a significant hurdle for many employers, with the report showing almost half (48%) of LGBTQ+ students and graduates having witnessed discrimination based on sexual orientation or gender identity in their academic or work environments, compared to only 32% of their non-LGBTQ+ peers. Additionally, 36% reported personally experiencing discrimination themselves.
Active LGBTQ+ corporate allyship is more than a buzzword; it’s a vital strategy for fostering authentic inclusion and retaining talent. Demonstrating a genuine commitment to these issues can significantly boost your inclusion credentials to attract the younger, more socially conscientious and responsible generations. This also fosters employee loyalty and cultivates a stronger sense of belonging.
Top Tips For Cultivating Authentic Inclusion
If you and your organization are serious about creating an authentic, inclusive workplace environment capable of successfully attracting and retaining diverse Gen-Z talent, especially LGBTQ+ individuals, consider these seven tips:
1. Showcase your diverse leaders. Highlight LGBTQ+ role models within your company. Share their stories in recruitment materials and internal communications to demonstrate that career advancement is possible for everyone.
2. Foster a culture of openness. Create safe channels for employees to share their identities and experiences. Regular check-ins and anonymous feedback opportunities can help cultivate an inclusive atmosphere.
3. Implement robust anti-discrimination policies. Develop and enforce clear policies that protect all employees, regardless of sexual orientation or gender identity. Regularly review and update these policies to ensure they meet the evolving needs of your workforce.
4. Provide tailored support programs. If you don’t already have them, start or recommend mentorship programs and employee resource groups (ERGs) specifically designed for LGBTQ+ employees. These initiatives can help build community and provide essential support for career growth.
5. Conduct ongoing inclusivity training. Ensure that all employees, including leadership, receive training on LGBTQ+ inclusivity. This approach can help break down biases and reinforce the importance of a supportive work environment. There are plenty of online resources for practical training support.
6. Measure your progress. Regularly assess the impact of your inclusion initiatives through surveys and feedback. Understanding how your employees feel will guide your strategies and highlight areas for improvement.
7. Engage with external LGBTQ+ organizations and communities. Collaborate with LGBTQ+ organizations and leverage diversity-focused recruitment platforms and events to enhance your reach and credibility when attracting diverse talent.
To address the pressing need for inclusive hiring practices, organizations can consider participating in global virtual career fairs that connect diverse talent with inclusive employers. These events provide a valuable platform for LGBTQ+ students and recent graduates to explore job opportunities while also offering educational workshops and panels aimed at enhancing their career prospects.
Overall, employers looking to attract diverse talent should focus on creating inclusive environments and participating in initiatives that support underrepresented groups.
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