Pride Month is drawing to a close and TPP want to take this opportunity to share what we have been up to with our network!
During the first week of June, we ran 5 different polls on LinkedIn, and here are the results:
At first glance, the overwhelmingly positive responses to these questions have been reassuring and great to see. However, for every question, there are also negative responses, which shows that there is still work to do to make the recruitment process more inclusive of the LGBTQ+ community.
Here are some key takeaways:
1.Ensure your commitment to EDI is communicated on your website, job descriptions, adverts, candidates’ packs, interview confirmation, interviews and onboarding.
2.Ensure your commitment to the LGBTQI+ community such as:
- Transitioning policy
- Guidance for line managers
- Acknowledging LGBTQ+ related awareness days
- LGBTQ+ data collection in HR system
- Inclusive parental policy
- Use gender neutral language in all policies
3.Ensure your hiring managers are trained on unconscious bias and inclusive recruitment, and that interview panels are diverse.
4.Set up networking groups to ensure that the brand message is authentic, and policies and procedures are reviewed, so that employees feel like they are valued and belong.
5.Ensure staff are trained on gender neutral and inclusive language when writing job adverts. Gender Decoder
As a recruitment partner committed to EDI both internally and externally (if you haven’t heard about our annual Inclusive Recruitment grants
, you have been missing out!), as well as gathering poll responses, we have run a carefully planned schedule of events and activities for Pride Month aimed at enhancing our own learning around this topic in order that we may be better, do better and advise our clients better with regards to inclusive recruitment in relation to the LGBTQ+ community.
So, what have we done?
1.We have promoted some great organisations that support the LGBTQ+ community in different ways – view it on LinkedIn here
- WHY? Because there is a serious amount of great, important, meaningful work going on out there to support the LGBTQ+ community and people need to know about it!
2.We organised a fun quiz internally on different topics, such as general knowledge, icons, TV, and movies, all focused on the LGBTQ+ community.
- WHY? To learn and raise awareness of the history around LGBTQ+ rights and celebrate the achievements of LGBTQ+ people.
3.We invited a guest speaker from the trans community to talk to us about his journey and how as allies we can support and be more inclusive.
- WHY? Listening to others’ perspectives and stories is a very powerful learning tool and invaluable in nurturing empathy for those that are different to you and have had different life experiences.
4.I ran a “Coffee morning catch up” for TPP staff where I talked about my own lived experiences as a member of the LGBTQ+ community.
- WHY? Hearing someone you know talk about their own struggles / moments of being discriminated against / worries due to their LGBTQ+ identity has a massive impact on your perspective – often, people have been through things you could never imagine.
5.We got creative and encouraged staff to take rainbow selfies – could be a real rainbow, could be something rainbow coloured! “Outside the box” ideas were encouraged, as you can see from the variety of pictures above!
- WHY? Because its’ not enough to make your logo rainbow coloured just for Pride Month, but it is important to display visible signs of welcome to LGBTQ+ community.
In short, Pride Month at TPP Recruitment has been a real success and offered all staff the opportunity to grow and learn to be better allies of the LGBTQ+ community, ultimately, becoming more inclusive recruiters.
If you would like to discuss how we can support your organisation to develop inclusive recruitment practices, or if you are looking for a new role within the non-profit sector but want to make sure your new employer is as committed to EDI as you are, please get in touch using the 'contact' button at the top right!