Diversity and inclusion continues to be a top priority for our clients across all industry sectors. We’re proud to be partnering with organisations who are placing diversity and inclusion at the forefront of their people strategies.
Successful people leaders know that harnessing the talent of your entire workforce and allowing them to be their authentic selves at work is hugely powerful for business, society and more importantly, for our employees. But there is still a way to go for LGBTQ+ diversity in the workplace, with research indicating that less than 33% of LGBTQ+ people are comfortable being completely out in the workplace today.
“At Resource Solutions we recognise that people can perform their best when they are able to bring their whole selves to work," says Norma Gillespie, Managing Director at Resource Solutions. "This means that we are committed to a working culture in which everyone can be open about their sexual orientation and gender identity. This culture of inclusion is part of the Resource Solutions DNA.”
Recognising the importance of creating awareness and having an open dialogue is valuable not only for your current LGBTQ+ employees, but also for prospective employees who are looking to grow and succeed in an inclusive environment.
Here are four ways to take your LGBTQ+ inclusivity efforts further:
Find celebrations outside Pride Month
Broadcasting about your LGBTQ+ inclusivity efforts shouldn’t just happen during Pride Month. IDAHOBiT Day on 17th May was established to commemorate the World Health Organization’s decision in 1990 to declassify homosexuality as a mental disorder. Connect with your marketing and communications department to add IDAHOBIT and other awareness days to the calendar of content for social media and events.
Having senior leaders in place as advocates for equality within the business is key for making sure your messaging is delivered from the top down. Creating more opportunities for conversations creates more future role models.
Go beyond the LGB
According to UK-based LGBTQ+ rights charity Stonewall, the best employers incorporate non-binary and other gender identities and expressions in their corporate policies and activities. This includes having clear guidelines for people who are transitioning, providing gender neutral toilets and harassment policies against all forms of transphobia.
Understand the data
Do you monitor application rates and hires by sexual orientation and gender identity? Collecting and analysing this data can help to ensure that you are minimising bias as part of your recruitment process and that you are offering the best candidate experience possible. When collecting the data, it is also vital to ensure that the way in which you are asking candidates for their information is inclusive of those who identify outside the binary definition of gender.
At Resource Solutions, we are proud to support equal opportunities for all candidates. Our working relationships with numerous diversity organisations help to ensure that we remove any potential barriers that could exclude candidates based on gender, gender identity, age, race, sexual orientation or disabilities. Find out more about Diversity at Resource Solutions.
VERCIDA works with over one hundred clients who are committed to creating an inclusive work
environment. If you are an employer and interested in working with VERCIDA to promote your
diversity and inclusion initiatives and attract the best candidates, please email
[email protected] for more information.
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