In today’s diverse work environment, hiring managers, interviewers and recruiters must be comfortable with the wide array of diversity that applicants bring, whether it’s related to race, ethnicity, disability, age, body size, or LGBTQ+ identities.
June is Pride Month, a time to celebrate and support the LGBTQ+ community. However, according to the ACLU, there are currently 516 anti-LGBTQ+ bills being tracked in the U.S. Even though not all of these bills will become law, they all cause harm for LGBTQ+ individuals.
Many years ago, it was common to hear the term GLBT in diversity discussions. Now, the terminology within the queer community involves many combinations of letters. For instance, LGBTQQIP2SA represents Lesbian, Gay, Bisexual, Transgender, Queer, Questioning, Intersex, Pansexual, Two-Spirited, and Asexual. While this can be overwhelming, a quick online search can provide clarity.
Why LGBTQ+ Inclusion is Critical in the Hiring Process
Incorporating diversity, equity, and inclusion (DEI) into the hiring process is crucial for creating a fair and welcoming workplace. An interviewer might suspect that an applicant is gay or transgender but may not be sure until the applicant discloses this information. If the interviewer feels uncomfortable with that, it can hinder their ability to conduct a professional and unbiased interview.
Here are a couple of examples from my research where interviewers were noticeably affected by an applicant’s sexuality. These are reactions that Ruth has experienced upon disclosing her sexual orientation both during and outside job interviews. My question in the middle prompted her to elaborate:
“If someone is uncomfortable with that, or thinks they have never met a gay person before, they don’t know what to do or how to react. I think that’s probably the biggest problem for most people. I mean, how do you react to someone if you don’t have the experience, if you don’t know?” [Lila: How would you sense that they are uncomfortable, what kind of reactions have you had?] “Red face, bright red cheeks, shaking, flustered speech. I have seen it all. Just a real physical reaction. Not quite hyperventilation, but close. Then there are people who can contain that fear and continue on, but I pretty much can tell because the conversation isn’t as open or friendly.”
Another example involves Cynthia, an office manager who is transgender. She described how phone interviews can be particularly challenging due to her voice not matching the interviewer’s expectations based on her name:
“As a transgender woman, I find the telephone screening process to be incredibly frustrating. People don’t remark on my voice in person, but on the telephone, they hear me as male. So, when they call and ask for Ms. so-and-so, and I say, ‘Oh, hello, that’s me,’ I can get dead silence on the other end of the phone line. And for all practical purposes, that’s the end of the phone interview. I want to say to the interviewer, ‘Um, you know, I’m just transgender.’”
Having faced discrimination and reactions of discomfort numerous times, most LGBTQ+ individuals can sense if an interviewer is uncomfortable with them. Conscious or unconscious bias can manifest in various ways. While some people can contain their discomfort and bias, it usually surfaces at some point in the hiring process, potentially affecting the final hiring decision for either party.
Tips to Improve Comfort and Inclusivity with LGBTQ+ Individuals
Here are some practical tips to enhance your understanding and comfort level with LGBTQ+ applicants:
- Embrace Change: Recognize that we live in an evolving society that is increasingly aware of LGBTQ+ issues.
- Show Respect: Regardless of personal beliefs, it’s essential to remain respectful and welcoming to LGBTQ+ individuals in the workplace.
- Focus on the Job: Keep the interview focused on the applicant’s skills, knowledge, and abilities related to the job requirements.
- Manage Biases: Identify and learn ways to manage biases related to sexual orientation and gender identity.
- Use Inclusive Language: Familiarize yourself with gender-neutral language and respect the gender identity that individuals present publicly.
- Avoid Assumptions: Don’t assume you know anyone’s sexual orientation or gender identity.
Resources for Better Inclusion
Employers must actively address and mitigate these biases to create an environment where all applicants are treated with respect and fairness. A good resource for this is the online training programs on Integrating Diversity and Inclusion into the Hiring Process. These research-based programs offer numerous examples of unconscious bias and methods to eliminate bias and barriers for diverse applicants.
Ongoing Commitment to LGBTQ+ Inclusion
LGBTQ+ inclusion should be a continuous effort, not just highlighted during Pride Month. Integrating DEI practices into hiring processes helps ensure that all forms of diversity are respected and valued year-round. By embracing these practices, organizations can ensure they are not only compliant with DEI standards but also fostering a truly inclusive environment where every applicant feels valued and respected.
Copyright © 2024 Lila Kelly Associates, LLC. Not to be reprinted without written permission from Lila Kelly. Integrating Diversity into Recruiting, Interviewing, Hiring and Retention – Since 1992. See our training on diversity, equity and inclusion at diversityintegration.com. We offer Online Training, Train-The-Trainer, Blended Learning, and Books. Subscribe to our newsletter here.