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Top tips for finding an LGBT-inclusive employer

06/06/2019

So you’re looking for an LGBT-inclusive employer. Where do you start and what do you look out for? Use these top tips as a starting point when you’re scrutinising organisations you might want to work for.

1. Check the application

Do the employer’s materials mention diverse applicants? Do they welcome LGBT applicants, or make a clear statement that they don’t discriminate on the basis of gender identity or sexual orientation?

2. Find out about their LGBT staff network group

Lots of organisations have an LGBT network group to support and connect LGBT colleagues. If you can’t find one on an employer’s website, get in touch to ask if they have one.

3. Search their website

If you put ‘equality’ into the website search bar, what comes up? Lots of organisations have public statements on equality, diversity and inclusion. Check if the organisation specifically talks about LGBT communities on their equality webpage.

4. Look for Stonewall logos

We work with more than 750 organisations, most of whom proudly display the Stonewall Diversity Champion or Global Diversity Champion logo on their job pages or application forms. A Stonewall Top 100 Employers logo means an organisation has worked hard to prove its LGBT-inclusion credentials.

5. Where are their jobs listed?

This website lists vacancies with our Diversity Champions. By choosing to advertise roles here, organisations show a real commitment to recruiting diverse talent and advancing LGBT equality.

6. Ask about their policies and benefits

Does an employer state that parental leave, adoption leave and compassionate leave are available to staff in same-sex relationships? Does it use gender-neutral language and have a gender-neutral dress code? Ask your prospective employer about the policies that matter most to you.

7. Do they have senior LGBT champions?

The most inclusive organisations have someone at the top who champions equality. These senior members of staff visibly advocate for LGBT equality in the workplace.

8. Do they know about their demographics?

Can your future employer tell you how many women, disabled or LGBT people work there? If they can, it’s because they’ve taken the time to ask their staff – a good indicator of best practice. The best organisations use this information to ensure there are no barriers for any employees.

9. Would you use their services?

Whether it’s a healthcare provider, a bank or a retailer, is the organisation doing anything special to attract LGBT customers and service users?

10. Check their social media presence

Lots of organisations are proud to show what they’re doing to celebrate events like Pride or the International Day against Homophobia, Biphobia and Transphobia (IDAHoBiT). Have a look at an organisation’s Facebook and Twitter pages to see what they do to celebrate diversity.