During Pride Month, we’re reminded that the most powerful talent strategies are those that are inclusive, equitable, and authentically representative of the communities we serve. By embracing and celebrating diversity, we not only honour the identities of LGBTQIA+ individuals but also unlock the full potential of our workforce, driving innovation and success in the tech industry.
Why Inclusion Matters in Tech Recruitment
The tech industry thrives on innovation, and innovation thrives on diversity. Yet LGBTQIA+ professionals remain underrepresented and often face barriers to entry and progression. With one in five Gen Zs identifying as LGBTQIA+ and 68% saying they’d leave a job where they couldn’t be comfortably out, inclusive hiring isn’t just the right thing to do; it’s a business imperative.
Inclusive recruitment practices not only help attract a diverse pool of candidates but also foster a culture of belonging. When employees feel valued and respected for who they are, they’re more likely to be engaged, productive, and committed. This, in turn, drives innovation and growth, making inclusion a key driver of business success.
Start with Inclusive Language and Visibility
From job descriptions to interview scripts, language matters. Use gender-neutral terms, avoid assumptions about identity, and ensure your employer branding reflects LGBTQIA+ inclusion. For example, our own internal recruiter training includes guidance on removing bias and advocating authentically for candidates.
Inclusive language goes beyond avoiding discriminatory terms. It involves actively using language that acknowledges and respects diverse identities. For example, using “they/them” pronouns instead of assuming “he/she” can make a significant difference. Showcasing LGBTQIA+ employees and their stories in your branding also helps build a positive and inclusive image.
Diversify Your Talent Pipelines
Representation starts with access - try advertising on diversity-focused job boards and using programmatic tools to reach underrepresented communities.
Building diverse pipelines requires a proactive approach. This includes reaching out to LGBTQIA+ organisations, attending diversity-focused career fairs, and leveraging social media to connect with underrepresented groups. By expanding your reach, you ensure your talent pool reflects the broader community.
Build Equitable Pathways into Tech
Equitable pathways involve removing barriers that may prevent LGBTQIA+ candidates from accessing opportunities. This includes offering mentorship programmes, providing resources for skill development, and ensuring the hiring process is transparent and unbiased. By creating a level playing field, you help LGBTQIA+ candidates thrive.
Embed Inclusion into Every Stage
From application to onboarding, inclusion should be embedded, not just added on.
Embedding inclusion into every stage involves continuous evaluation and improvement. This includes conducting regular audits of hiring practices, seeking feedback from candidates, and making necessary adjustments. Training on unconscious bias and cultural competency helps recruiters make more informed and equitable decisions.
Celebrate and Educate
Pride Month is more than a celebration - it’s a call to action. At Lorien, we host global events to build community and educate our teams, including Pride, IWD, and World Mental Health Day. These moments help us reflect, learn, and grow together.
Celebrating diversity and educating employees about LGBTQIA+ issues is crucial for fostering an inclusive workplace. This includes organising workshops, panel discussions, and awareness campaigns that highlight the experiences and challenges faced by LGBTQIA+ individuals. By creating a culture of learning and empathy, you build a more supportive environment.
Measure What Matters
Inclusion should be measured alongside being felt. Measuring the impact of your inclusion efforts involves setting clear goals and tracking progress over time. This includes collecting data on diversity metrics, conducting surveys to gauge employee satisfaction, and analysing hiring outcomes to identify areas for improvement. Transparency builds trust and accountability.
To see how we’ve celebrated Pride Month previously, visit our insights page or explore our LinkedIn. If you’re interested in refining your inclusion strategy, contact us.
