How to attract LGBTQ+ talent: a complete guide for recruiters and HR leaders

87% of LGBTQ+ professionals use employer reputation as a key factor in job search decisions (myGwork 2024). 40% have turned down a job offer because the employer did not appear inclusive. Attracting LGBTQ+ talent requires a specific strategy.

Build a visible, credible LGBTQ+-inclusive employer brand

Earn external recognition. Third-party recognition from the HRC CEI or stonewall.org.uk/creating-inclusive-workplaces/workplace-equality-index” target=”_blank” rel=”noopener”>Stonewall WEI carries more weight than self-reported claims. Share authentic LGBTQ+ employee stories. Real employee voices are far more persuasive than stock photography or inclusion pledges. Be visible on myGwork. myGwork is the world’s largest LGBTQ+ professional community, with over one million professionals in 130 countries. Employers listed on myGwork are specifically identified as seeking LGBTQ+ talent.

Write inclusive job descriptions

• Use gender-neutral language throughout
• Include explicit LGBTQ+ inclusion statements, not just generic equal opportunity language
• List inclusive benefits: equitable parental leave, trans-inclusive healthcare, flexible working
• Avoid culture-fit language that signals homogeneity

Use LGBTQ+-specific sourcing channels

• myGwork: post roles reaching over one million LGBTQ+ professionals; attend WorkFair
• University LGBTQ+ societies and careers services for graduate recruitment
• Sector-specific LGBTQ+ professional groups across finance, technology, law, and more
• myGwork WorkPride conference for direct engagement with experienced professionals

Make the hiring process inclusive

• Train interviewers to avoid heteronormative assumptions and use neutral language
• Use structured interviews with defined, job-relevant criteria
• Offer pronouns and name preference fields in the application process
• Communicate inclusion credentials proactively in all candidate communications

Retain what you recruit

Attraction without retention is a failing strategy. Welcome new joiners to the LGBTQ+ ERG immediately. Provide inclusive onboarding that does not assume heterosexual or cisgender identity. Train line managers on LGBTQ+ inclusion before new joiners start.

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