Over the course of this struggle, many LGBT job seekers struggle to find work with employers who will not respect their rights, but who will welcome and support them. Here’s a guide to finding LGBT-friendly employers in this changing landscape.
SEARCH FOR SIGNS OF A MANY WORK ALREADY MISCELLANEOUS
One of your first tactics should be to look for evidence from employers who already have a diverse workforce and want you to know it. Check mission statements published by companies and evaluate their public profile. Look for the organizations and charities they support. Investigate the highest ranks of management for minorities and women.
You should also check the type of communication that the company shares on its website and on social media. Does the employer expressly express pride in being inclusive and respectful of all the people it employs and the clients it serves? Large urban businesses can
CHECK THE RECENT HISTORY OF EMPLOYERS
In addition to examining how a company represents itself, research other sources. Check the trade journals and publications to see how the employer has been covered in the press. The Human Rights Campaign Foundation also publishes a corporate equality index highlighting LGBT-friendly employers. Look to see how an employer you plan to
Look for the organizations and charities they support. Investigate the highest ranks of management for minorities and women.
You should also do some research on Google in the employer’s dispute history. If the company has been involved in lawsuits for employment-related issues, it may be a red flag.
SEEKING OFFICIAL POLICIES OF DIVERSITY AND EMPLOYMENT
Employers who are justifiably proud of their commitment to diversity see themselves as employers “offering equal employment opportunities”. For those who do, you can usually find a note to this effect in job postings, promotional material for job seekers and on the company’s website.
Look for companies that have zero tolerance policies for discrimination, harassment and retaliation by looking at company manuals and policies. If you can not get these resources through Human Resources, find out about diversity training opportunities for employees and supervisors. It is also important to check whether a company has a reasonable accommodation policy and how it responds to requests for accommodation.
The problem is that an employer must rely on its public brand for concrete policies that it respects
CONSIDER THE BENEFITS OFFERED
ASK QUESTIONS ABOUT EMPLOYEE RESOURCE GROUPS
Some companies have employee-specific or LGBT employee-focused affinity resources or groups that provide internal opportunities to meet, network and discuss common workplace challenges. These groups can also be used to reduce feelings of isolation, reduce staff turnover and increase employee engagement. They can also serve as shelters for expressing grievances and discussing potential problems with co-workers or supervisors. Employees can share valuable tips with those who may have encountered similar problems and find practical solutions.
SHOW YOUR OWN SKILLS AND QUALIFICATIONS
An important caveat though: in job applications and interviews, LGBT candidates must make sure to focus on their talents, skills
Fortunately, employers are increasingly recognizing the need to include all types of employees in the hiring process – it’s a unique way to attract and retain the best talent in a job market where they are. more and more difficult to do it. For LGBT job seekers, the clues you are looking for are for the most part closer to you than they ever have been. And the easier they are to find, the better the indication that you have located an LGBT-friendly employer.