Pride Month is the perfect time to celebrate inclusion, but it’s also a moment to reflect on whether your hiring practices are walking the talk. Are your processes truly welcoming to LGBTQIA+ talent? Or could unconscious bias, outdated language, or narrow thinking be quietly shutting people out?

Inclusive hiring goes beyond checking boxes. It’s about building a workplace where everyone, regardless of gender identity or sexuality, feels seen, safe and supported, from the very first interaction.

Here are five simple yet powerful tips to ensure your hiring practices are welcoming, inclusive, and truly representative of the workplaces we all want to build.

1. Use Gender-Neutral Language in Your Job Ads

The language in your job ads sends a loud message, sometimes without you even realising it. Certain words, phrases or even formatting choices can unintentionally exclude gender-diverse candidates.

Try this:

• Avoid gendered terms like “he/she” or “chairman”, instead opt for neutral language like “they” or “chair person”

• Ditch gender-coded terms like “dominant,” “ninja,” or “rockstar”

• Use tools like Gender Decoder to quickly scan for bias

2. Be Explicit About Inclusion

Saying “we’re an inclusive company” is a nice start, but showing how matters more.

Try this:

• Include a clear diversity commitment that welcomes LGBTQIA+ applicants

• Link to your company’s values or DEI (Diversity, Equity & Inclusion) initiatives

• Highlight tangible efforts, such as inclusive leave policies, Employee Resource Groups, or pronoun training

3. Respect and Normalise Pronouns

Pronoun visibility is a small but powerful way to foster inclusion and respect.

Try this:

• Let candidates (optionally) list their pronouns on application forms

• Include your own pronouns in employee bio and email signature

• Note in the job ad that the hiring process respects and uses candidate pronouns

💡 Example:

"We respect and use each applicant’s pronouns throughout the hiring process."

4. Reassess Your Definitions of “Culture Fit”

“Culture fit” can often become code for “people like us”, which can push out candidates who bring new perspectives, especially from the LGBTQIA+ community.

Try this:

• Focus on values alignment instead of personality mirroring

• Ask, “Will this person help our culture grow?” instead of “Will they blend in?”

• Look for potential, not perfection

5. Make Your Commitment Loud (and Ongoing)

Don’t just show up in June, show up year-round. Candidates can tell when your inclusion efforts are performative versus proactive.

Try this:

• Share your inclusion commitments on your careers page

• Celebrate LGBTQIA+ milestones year-round

• Encourage employee voice, support queer-led initiatives, and amplify LGBTQIA+ talent

When candidates see that your inclusion efforts are genuine and ongoing, they’re far more likely to apply (and stay!).

Creating inclusive hiring practices is not just about ticking boxes, it’s about opening doors. By making thoughtful, inclusive choices in your language and processes, you're not just attracting LGBTQIA+ candidates, you're sending a message to every job seeker: you belong here.

This Pride Month let’s make sure our job ads reflect the kind of workplaces we want to build, where everyone can show up as their full selves.

Want a hand reviewing your process or reaching more inclusive talent? We’re here to help.

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