As Pride Month invites organisations to reflect on LGBTQ+ inclusion, it’s a timely opportunity for HR professionals to look closely at one of the most influential aspects of workplace culture – recruitment. An inclusive recruitment process doesn’t just welcome LGBTQ+ candidates – it actively reassures them that they will be respected, valued, and safe.

So, how inclusive are your hiring practices? Let’s explore some of the key areas you should review.

  1. Job descriptions: language matters

The language used in job adverts and descriptions can unintentionally signal exclusion. Overly gendered wording, assumptions about background or identity, and clichéd phrases like ‘must fit into a fast-paced, young team’ can be off-putting to candidates from LGBTQ+ and other marginalised groups.

Tips:

  • Use gender-neutral terms (e.g. ‘they’ instead of ‘he/she’)
  • Avoid cultural or gendered clichés and stereotypes
  • Incorporate a clear inclusion and belonging statement that reflects your commitment to LGBTQ+ equality

  1. Application forms: is there room for everyone?

Application forms often reveal whether an organisation has truly thought through diversity.

Things to check:

  • Gender fields: offer inclusive options beyond ‘male’ and ‘female’, including a free-text field if possible.
  • Title selection: consider removing unnecessary title requirements altogether (e.g., Mr, Mrs, Miss) or if you do wish to include them, incorporate inclusive titles as well (e.g. Mx).
  • Name vs preferred name: allow candidates to share the name they go by as well as their legal name, if different. This is vital for trans and non-binary applicants.

You may also want to consider whether your systems allow for ease of change during employment (e.g. for employees who later transition and need to update their records).

  1. Interview process: reducing bias and building trust

Interviews can be a vulnerable experience, especially for LGBTQ+ candidates who may have faced previous discrimination.

Best practices include:

  • Training hiring managers on inclusive interviewing, covering unconscious bias and LGBTQ+ awareness.
  • Avoiding overly personal questions that can make candidates feel singled out.
  • Ensuring interview panels reflect your organisation’s commitment to diversity.

Small signals, like sharing pronouns at the start of a meeting, can go a long way toward creating a more welcoming environment.

  1. Representation and messaging: what do candidates see?

Candidates will research your company before applying. If your website, careers page or social media lacks any visible LGBTQ+ representation or commitment, they may assume your workplace is not a safe or welcoming space.

Consider including:

  • Statements from LGBTQ+ employees.
  • Stories that reflect diverse experiences.
  • Evidence of inclusive policies, networks, and Pride Month participation.

  1. Data and accountability: are you measuring progress?

Inclusive recruitment can’t be improved unless it’s measured. While collecting data on sexual orientation and gender identity requires sensitivity and trust, anonymous surveys or voluntary self-ID processes can help track progress over time.

Be transparent about why you’re collecting this data, how it will be used, and how privacy will be protected.

Final thoughts

Inclusive recruitment isn’t just about compliance – it’s about signalling to all candidates that they will be seen, heard, and valued for who they are. By embedding LGBTQ+ inclusion into every stage of the hiring journey, HR professionals can lead the way in building a more diverse, equitable, and thriving workplace.

Pride Month is a celebration – but it’s also a call to action. Let’s make our recruitment practices reflect the kind of workplaces we aspire to create.

Stay informed, stay inclusive. Subscribe to our Diversity & Inclusion Calendar for key awareness dates and religious observances to support inclusive planning all year round. https://www.addevent.com/calendar/kd882025