Pride At Work’s Post

Deck the Halls with Determination—and Expert Guidance Happy Monday! As we deck the halls this Christmas, let’s also focus on decking your job search strategy with clarity and determination. As an LGBT+ professional, you deserve support that understands your journey and highlights your unique strengths. A career coach can help you develop a clear plan for success, whether it’s improving your LinkedIn profile, refining your elevator pitch, or connecting with inclusive employers. 🎁 Let’s make this season one to remember! Book a free discovery call today, and let’s build your career tree together. #MotivationalMonday #LGBTQProfessionals #CareerCoachingMatters #HolidaySuccess

In honor of Pride Month and Juneteenth, the Career Experts Group's June issue of "Your Career > Your Future" is focused on diversity in the workplace and in our communities. You can read the newsletter here: https://lnkd.in/eyHwbbBF #jobsearch #careers #diversity #pride #disability #neurodivergent #neurodiversity

Employers, are your teams lacking diversity or representation from the following groups of people? If so, it might be time to start looking at your recruitment and hiring process. It might sound simple, but if you don't offer flexible work, it's likely that many parents (single or otherwise), or people from the disability community, might not even consider applying. If the wording you use on your job description is gendered, and/or you don't demonstrate a commitment to diversity and inclusion, then perhaps people from the LGBTQ+ community might not feel welcome. Or if you're asking for five years of experience for an entry level role, many young people won't even bother. That's what we mean by hidden talent - everyday, skilled people who are overlooked or 'hidden' by non-inclusive hiring practices. Ready to discover hidden talent? Download our inclusive hiring toolkit: https://lnkd.in/eWvNDECU #HiddenTalent #InclusiveHiring #Employers #Inclusion #Diversity #Accessibility

Hiring based on ‘gut feeling’ is costing you top talent. When you rely on unconscious bias to screen candidates, you’re actively shutting out diverse talent. Too often, LGBTQ+ candidates face barriers at the screening stage, even before they get the chance to interview. The problem is simple: bias in hiring practices perpetuates inequality. Why does this matter? Because companies that don’t actively address bias are creating homogeneous workplaces that lack innovation and creativity. It’s time to stop hiring based on ‘who you like’ and start hiring based on ‘who is best for the role.’ It’s not just about diversity; it’s about smarter hiring. Bias-free hiring is not optional—it’s essential. #BiasFreeHiring #LGBTQEquality #InclusiveWorkplace #UnconsciousBias #DiversityInclusion

If you are a part of the hiring and interview process, it’s important to be mindful of some common pitfalls. Letting personal biases creep into the process not only can make the candidates uncomfortable but can also lead to poor hiring decisions. A fair and inclusive approach ensures a better experience for both the interviewer and the interviewee. So, here are 5 common mistakes when it comes to hiring from the LGBT+ community. #FairInterviews #EqualityForAll #EndDiscrimination #InclusiveWorkplace #RISEBeyondBias #LGBTQEmpowerment #UnbiasedHiring 

As someone who has seen firsthand the transformative power of inclusive hiring, I can tell you that tapping into hidden talent can significantly boost your team’s productivity and morale. 🌟 In my experience, when employers embrace flexible work options, they attract dedicated parents and talented individuals from the disability community. For instance, one of our partners saw a 20% increase in productivity after implementing flexible work schedules and inclusive hiring practices. Using inclusive language in job descriptions can make a world of difference. We’ve worked with companies that, after revising their job postings to be more inclusive, saw a 30% increase in applications from diverse candidates. Reconsidering experience requirements for entry-level roles can open doors for young talent eager to prove themselves. One employer we supported reduced their experience requirements and saw a 25% increase in successful hires, leading to fresh perspectives and innovative ideas within their team. These are just a few examples of how inclusive hiring practices can uncover hidden talent – skilled individuals who are often overlooked due to non-inclusive practices. Ready to discover hidden talent? Let’s connect and explore how we can support you in creating a more inclusive workplace! Download our inclusive hiring toolkit and start making a difference today: https://lnkd.in/eWvNDECU

Diversity hiring is the deliberate practice of building a workforce that reflects diverse backgrounds, identities, and perspectives. It involves proactively sourcing, attracting, and hiring qualified candidates from underrepresented racial, ethnic, gender, age, disability, religious, and LGBTQ+ groups. The goal is cultivating an equitable, inclusive environment where all employees feel valued and have equal opportunities. Beyond fairness and representation, diversity hiring recognizes that varied experiences and viewpoints foster innovation, enhance problem-solving abilities, and better Position organizations to understand and serve diverse customers and communities. A true commitment to diversity hiring requires sustained efforts across recruitment, retention, advancement, and an organizational culture of belonging. #DiversityHiring #InclusiveWorkforce #EquityInHiring #RepresentationMatters #DiversityandInclusion #DiversityRecruiting #EmployeeExperience #BelongingAtWork #InclusiveRecruitment #DiverseTalent #UnbiasedHiring #WorkforceDiversity #IdentityAtWork #CultureOfBelonging #DiversityInTheworkplace #EqualOpportunityEmployer

The recruitment and onboarding processes are so critical in how future employees will feel about an organisation, it is a two way process and employers could learn so much from asking new employees what was good and what could be improved from their experience

🏳️🌈 This Pride Month, let's celebrate diversity, inclusion, and allyship in the workplace! 🌈 Being an ally means actively supporting and #advocating for the LGBTQIA+ community, creating a safe and welcoming environment for everyone. Here are some ways you can be an ally in the workplace: #Educate Yourself: Take the time to educate yourself about LGBTQ+ issues in the workplace and terminology. It is not anyone's job or responsibility to teach you how they've been discriminated against or ways they need support! Use Inclusive Language: Be mindful of the language you use and avoid assumptions about gender or sexual orientation! Use inclusive language that respects everyone's identity and experiences. An example of something we do here at HigherPeople is we ask for pronouns when people book time with us in our Calendly so that we always refer to people by their pronouns. An easy first step is to list your own pronouns in your email signature/zoom name etc. Speak Up: Silence only perpetuates harmful attitudes, behaviors and ignorance. The better your workplace gets for all - that much better the world gets! Support Policies and Initiatives: Advocate for inclusive policies and initiatives in the workplace, such as gender-neutral bathrooms, diversity training, and LGBTQ+ employee resource groups. Respect Privacy: #Respect everyone's privacy and confidentiality regarding their gender identity or sexual orientation. Avoid outing someone without their consent. Be an Ally Every Day: Allyship is not just for Pride Month; it's an ongoing commitment. Continue to be an ally year-round by actively supporting and uplifting LGBTQ+ voices! Together, we can create a workplace where everyone feels valued, respected, and empowered to be their authentic selves. Happy Pride Month! 🌈 #Pride #Allyship #DiversityandInclusion

Here are some tips to help navigate your job search: 🌈𝐍𝐞𝐭𝐰𝐨𝐫𝐤:  • Connect with LGBT+ professionals on platforms like LinkedIn.  • Attend LGBT+ career events and seek mentorship opportunities. 🌈𝐔𝐬𝐞 𝐏𝐫𝐞𝐟𝐞𝐫𝐫𝐞𝐝 𝐍𝐚𝐦𝐞𝐬 𝐚𝐧𝐝 𝐏𝐫𝐨𝐧𝐨𝐮𝐧𝐬: • Use your preferred name and pronouns on application materials. • Mention your preferred name if it's different from your legal name. 🌈𝐂𝐨𝐧𝐬𝐢𝐝𝐞𝐫 𝐒𝐡𝐚𝐫𝐢𝐧𝐠 𝐘𝐨𝐮𝐫 𝐈𝐝𝐞𝐧𝐭𝐢𝐭𝐲: • Disclose your identity as much as you feel comfortable. • Consider disclosing your identity during the interview or after receiving an offer. 🌈𝐄𝐯𝐚𝐥𝐮𝐚𝐭𝐞 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐫 𝐂𝐮𝐥𝐭𝐮𝐫𝐞: • Research the company's LGBT+ inclusion policies and reputation. • Assess the reality of the company's culture and inclusivity during interviews. #LGBTjobs #InclusiveRecruitment #DiversityAndInclusion #LGBTProfessionals