LGBTQ

RECRUITING -

BEST

PRACTICES

WELCOME • Welcome to today’s installment of: “The Look Forward: What’s New

in LGBT Workplace Inclusion”

• Every other Monday series of 30 to 50 minute webinars.

• Important topics concerning LGBT workplace inclusion.

• For D&I professionals, ERG leaders, and other stakeholders in

LGBT workplace equality.

• Presentation followed by Q&A

• All microphones are automatically muted during presentation.

• Use “raise hand” function at the end to ask a question

• OR – type in your questions via the question function.

TODAY’S HOST

Beck Bailey

Deputy Director,

Employee Engagement

The Workplace Equality Program

cei@hrc.org

HRC’S CORPORATE EQUALITY INDEX

HRC’s Corporate Equality Index

survey and report has

benchmarked America’s leading

employers on their lesbian, gay,

bisexual and transgender (LGBT)

inclusive policies, practices and

benefits.

2017 CEI survey & report:

515 companies with 100 score

KEY BUSINESS CASE DRIVERS:

RECRUITING & RETENTION

Why participate in CEI?

Fundamental drivers to LGBTQ-inclusion

efforts:

• Recruiting: Attract top talent

• Retention: Keep top talent

LEVERAGE CEI PARTICIPATION:

RECRUITING

• Beyond touting employment non-

discrimination policies and inclusive

benefits, CEI-rated employers are actively

recruiting LGBTQ workers.

• Professional recruiting events for LGBTQ

students and professionals including:• Conferences

• Specialized job fairs

• LGBTQ-focused job boards

CONFERENCES

BEST PRACTICES FOR RECRUITERS

• Be open and reassuring.

• If candidate self-discloses verbally or shows

LGBTQ-related causes on their resume, your

openness and affirmation of inclusion can

reassure any fears or hesitancy they may have.

• Know your company’s policies, practices and

benefits of special interest to LGBTQ candidates.

• Beyond knowing your company’s CEI score –

know the drivers behind the score and how

your company makes the grade.

BEST PRACTICES FOR RECRUITERS

• Be able to describe the specific work of your

LGBTQ employee group or network.

• What kind of events does the group hold?

• Describe leadership and development

opportunities for LGBTQ employees.

• Mentoring programs or targeted leadership

opportunities?

• Development programs?

• Cohort-based with other diversity canddiates?

BEST PRACTICES FOR RECRUITERS

• Know the power of your own stories.

• Stories and illustrative examples are powerful

selling tools.

• identify examples that help to authentically

illustrate your company’s commitment to

inclusion

• ensure hiring managers, recruiters, and

employees have easy access to these stories

MORE BEST PRACTICES

• Include LGBTQ diversity as part of your employee referral

program & event recruiting strategy and make sure your employees

know you are actively recruiting LGBTQ people.

• Benchmark and emulate ’best-in-class’ firms.

• Utilize your peer network and leverage shared learning across

industries or regions.

• Measure your efforts. Metrics and accountability are crucial to

determining what is or isn’t working.

• Build tools to effectively measure your performance throughout

the recruiting process.

• Are you are getting enough LGBTQ applicants in to your

recruiting “funnel?” Are you disproportionally losing them in the

screening, interviewing or offer steps?

DON’T FORGET ABOUT RETENTION!

• Include an LGBTQ component in your retention

strategy for self-identified new hires and employees.

• LGBTQ focused metrics in employee engagement

surveys will assist in identifying cultural challenges so

they can be addressed.

• Incorporate LGBTQ self-ID in exit interviews to help

uncover why LGBTQ employees left.

AVOID THESE PITFALLS

• Poorly informed recruiters

• Recruiters that candidates can’t relate to.

• Don’t always just send most senior LGBTQs to

these events - engage broader ERG

membership

• Pay attention to “fit”

• for example, don’t send LGBTQ lawyer to MBA

recruiting event just because they are LGBTQ

WHAT’S NEXT?

• Recruiting trends:

• Focus on “talent brand”

• Increased emphasis on referral programs

• Mobile & Social recruiting

• Increased emphasis on the candidate experience

• Millennials & Gen Zer’s:

• High expectations of fairness

• Intersectional identities

• Engagement:

• Both job-seekers and companies seek higher

levels of engagement and chances for “authentic”

interactions prior to hire

PLEASE WELCOME

Leslie Hall

Senior Manager

HBCU Program

Leslie.hall@hrc.org

Human Rights Campaign Foundation

PARTING THOUGHTS

Fundamentally – and for better or worse - it’s a

job-seekers market!

• Companies must find a way to stand out

and leverage their LGBTQ and Diversity

‘talent brands’

QUESTIONS

Use “Raise Hand” function to ask

a question

OR

Type question in to the “question

function”

COMING UP NEXT:

Next session: June 26th

“Getting to 100 on the CEI –

Your FAQs on CEI Survey”

QUESTIONS

Use “Raise Hand” function to ask

a question

OR

Type question in to the “question

function”

THIS SESSION WAS RECORDED

To watch again or share with your colleagues visit:

www.hrc.org/thelookforward

available until 07/15/2017

THANK YOU!

Beck Bailey

Deputy Director of Employee Engagement

Workplace Equality Program

cei@hrc.org