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If the process is LGBTQ+ inclusive, signaling a curiosity and openness to a variety of lived experiences, that process will attract similar candidates: curious and open recruits who are made to feel comfortable.

Diversity becomes a focus, not an afterthought

Diversity does not truly grow if an organization’s focus on it is primarily inward.

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GYNECOLOGIC SURGEON

UNIVERSITY OF CALIFORNIA, SAN FRANCISCO

San Francisco, CA, USA

Published: 12/22/2025

Expires: 2/20/2026

Line Cook

Kennewick, WA, USA

Published: 6/22/2024

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Optimize your job postings to be gender neutral

Language is a tricky thing, and for most candidates, the language an organization uses in a job posting is the first indication that they are (or are not) welcome. Be explicit about benefits for same-sex partners and families.

The most basic question a candidate has is about salary and benefits.

The International Labour Organization recently released a report detailing the necessity of diversity to boost productivity and resilience. Making a company LGBTQ+ friendly requires examining processes through the full recruitment cycle – a step beyond assuring the comfort of current LGBTQ+ employees.

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Instead of “he/she,” it’s much simpler to say “they” or “the candidate.”
Many companies now use “you” to speak directly to the candidate without providing an opportunity to unintentionally create distance. It’s a process, and one that is ultimately borne out at every level of an organization. It’s a simple move that can pay dividends in the form of more diverse applicants.

Learn more about who these companies are, their values, and potential benefits you can expect. A 2021 survey from UCLA’s Williams Institute revealed that nearly half of LGBTQ+ employees have experienced a form of discrimination at work. If your company extends benefits to same-sex partners and provides family assistance to queer parents in the form of adoption support and parental leave, state that upfront.

No matter how many strides have been made to fully integrate queerness into modern workspaces, acceptance remains tentative in certain places for a variety of reasons, and LGBTQ+ candidates have reasons to be wary every time they apply for a job.
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5. But that slight tendency to bias towards what our own experiences consider positive is what makes diversity essential.

An overt acceptance of LGBTQ+ persons from the outset can go a long way to securing the best candidate for a job.
6 steps for LGBTQ+ inclusive recruitment
1. Human connection and relationships are deeply impactful during the hiring process.
It doesn't end here
The work of fostering an organization that not only permits but values diversity is ongoing.

This encourages new ways of approaching problems.
And more diverse applicants means, of course, a more robust pool from which to hire.
Learn how Recruitee is working towards creating a culture of inclusion and belonging.