Businesses are better when they employ a diverse workforce.
Profits, community connections and public images are higher among companies that welcome customers and employees from varied backgrounds and with multiple points of view.
That’s the good news.
The bad news is that the hiring practices and office cultures of many organizations do not embrace diversity.
This can be tough for job seekers who are members of marginalized groups (people of color, older job seekers, people with disabilities, immigrants, people of faith, gays and lesbians, non-gender conforming people, and others).
In addition to activities that all job seekers do — creating a compelling resume and social media profiles, building a meaningful network of contacts, etc. — job seekers from marginalized groups take extra care in finding workplaces that are respectful and inclusive to them.
Fast Company published Six Steps for Finding LGBT-Friendly Employers. Here are some of the tips for job seekers who identify as gay, lesbian, bisexual, or transgender. However, this information is good for other diverse job candidates, too.
Look for signs of an already diverse workforce. “Does the employer explicitly convey pride in being inclusive and respectful of all the people it employs and the customers it serves?”
Seek out official diversity and employment policies. “Ask about the training opportunities available to employees and supervisors on diversity issues.”
Showcase your own skills and qualifications. “LGBT candidates should make sure to focus on their unique talents, skills, and qualifications–there’s no reason or need to divulge gender identity or sexual orientation.”
For more tips for LGBT job seekers, read the Fast Company article.
Employers and Minnesota workforce development agencies in need of professional development can contact a diversity and inclusion consultant.