#Pride2021: Ensuring Inclusivity in the Hiring Process
Pride Month 2021 is coming to a close, but our mission to encourage inclusive hiring practices and raise LGBTQ+ voices is far from over. Below, we’ve compiled the tips and best practices that we’ve shared throughout the month of June to ensure your efforts to prioritize diversity and inclusion (D&I) in your hiring and onboarding processes will extend beyond the month of June.
Steps to be inclusive in your hiring process
As experts in the hiring process, our team has seen the value of inclusive recruitment and workforce diversity. Take a look at your current process and see if there are ways you can better it with one of these four tips.
Use pronouns when introducing yourself.
A small step that goes a long way (i.e. “My name is Jon, and I use he/him pronouns.”).
In addition, add pronouns to your email signature and use inclusive pronouns when drafting a job description.
Highlight your company’s D&I statements in your job description.
Actions speak louder than words, but putting your values front and center shows potential applicants the steps your company is taking to create an inclusive environment.
Offer implicit bias training.
Incorporate implicit or unconscious bias training into your employees’ regimen and continue to educate your workforce in inclusivity.
Build a diverse network.
Reach out to LGTBQ+ networking groups or nonprofits to offer resume and interview prep. Connect with local universities’ LGBTQ+ societies to offer internships or opportunities to alumni in their network.
Creating a safe workplace for all employees
Creating a safe and inclusive workplace for all employees has been shown to increase productivity and retention while driving success. Check out our expert tips to build a workplace where employees can bring their most authentic selves to work.
Create employee resource groups (ERGs)
ERGs offer a safe space and create a greater sense of belonging across the workforce. The groups allow for educational opportunities and provide LGBTQ+ employees a way to identify supportive allies among their coworkers.
Invest in DEI training.
Make sure the conversation about diversity, equity, and inclusion doesn’t stop when the leadership meeting ends. Promote dialogue around DEI to prevent and address microaggressions and demeaning behavior, among other educational opportunities.
Build a clear, constant, non-judgmental channel of communication.
Build trust through open and honest communication. Company leaders should check in regularly to see how their people are interacting with each other, and welcome and incorporate feedback. Ensure your employees have HR professionals readily accessible to talk confidentially to voice any concerns.
Celebrate Pride outside of June.
The LGBTQ+ experience isn’t confined to one month of the year - and neither should your show of support for the community. While the month of June offers a perfect opportunity to put a spotlight on LGBTQ+ voices and educate your workforce, it’s important to continue to show your dedication to DEI throughout the year.
Tips for being a better LGBTQ+ ally in the workforce
Building an inclusive workplace starts with a strong, supportive team. #TeamJuno offered tips for those employees who want to support their LGBTQ+ colleagues in the workplace .
Diversify your network.
Initiate conversations with your LGBTQ+ coworkers. Join an LGBTQ+ Resource Group. Proactively seek different perspectives to better understand how you can directly support your LGBTQ+ coworkers.
Lead with empathy.
Remain supportive of your LGBTQ+ colleagues while still respecting their boundaries. Provide opportunities for open and safe dialogue to ensure your team is inclusive. Discourage derogatory comments and report abusive behavior.
Work for a company that reflects your values.
Seek out employers who aim to promote diversity and inclusivity. Encourage your employer to offer ally or sensitivity training.
What does Pride mean to you?
To put an exclamation point at the end of this Pride month, we asked business leaders who identify as part of the LGBTQ+ community to share what Pride means to them - an important reminder as to why D&I in the hiring process is crucial to the success of your business, and why we as the business community should do more than just give our logos a rainbow makeover for four weeks out of the year. Check out some of their responses below.
Founder & Chief Friend Maker, Juno Search Partners
“I will confess rather sheepishly – 11 years ago I would often hide my true identity in professional situations, client meetings, candidate interviews, etc. for fear of “losing business or relationships”. At that time, I was newly out and saying the words “my girlfriend” was sometimes entirely liberating but other times very intimidating. On the personal front, I was facing a ton of rejection and emotional abuse from my (now) wife’s family and I was not equipped to handle it. I allowed it to bleed into so many other areas of my life.
Fast-forward to today – I am happily and proudly married for (almost) 7 years, our boys are heading into second grade and I would never diminish or hide who I am out of fear of rejection or for anyone else’s comfort (and certainly not for business).
You will not find a rainbow flag waving on our front lawn and it’s unlikely you’ll run into me at a pride event – my pride is in how we raise our children, how we love, and showing up every day as my authentic self.
I have strived to bring a culture of authenticity and inclusivity to Juno. A lot of brave souls fought hard and loud for me to be able to be in such a position as a woman – and an openly gay woman at that. I do not take that for granted.
We ask everyone to show up as their whole selves at Juno. We lead with our hearts. This is Pride to me.”
Executive Director, Independence Business Alliance
“For me, LGBTQ+ Pride is a time to celebrate the privilege of being out right now, the past sacrifices that brought us here, and the future for which we’ll continue to fight. For our community, the dancing, the need to be visible, and the primal scream of celebration will always belie a queer rage and profound grief that come from knowing what it’s like to be devalued and understanding how we must value our own amidst the looming threat of violent opposition. It's a protest with forward-facing joy. Pride is about commemorating and overcoming, and this is why we honor those we lost and celebrate those that remain.”
Owner, Oyster House
“Pride is about celebrating and honoring the diversity in our community. Oyster House is proud of our inclusive work culture. We respect, affirm and validate all of our LGBTQ staff and customers and are great supporters of the local community.”
Interested in learning more or need support in diversifying your hiring process?
As the ultimate connectors, we value our ability to bring many different perspectives to the table in order to enhance teams. We are committed to connecting people of every race, ethnicity, gender identity, sexual orientation, age, socio-economic status, physical ability or attribute, religion, national origin, or political belief.