Diversity doesn't just mean including men and women from various ethnic, racial, or religious backgrounds. Workplace inclusion means businesses will benefit from hiring young individuals and LGBTQ+ employees. It also means that companies must provide a safe and supportive atmosphere for individuals to thrive. Check out the nuances of the LGBTQ+ early talent in the workforce below.
&nbsp;
<h2>The Obstacles New Graduates and The LGBTQ+ Grapple With</h2>
Many stories exist about fresh college graduates who have trouble getting into the companies they've dreamt of. The same holds true for LGBTQ+ workers, with the International Labor Organization noting that they face discrimination in the hiring process because people prefer typical employees.
&nbsp;
The young age connotes a lack of experience, limiting job opportunities. According to statistics, the world has an all-time high unemployment rate, with about 71 million young adults out of jobs. Similarly, openly homosexual and queer applicants in specific industries are 40% likely to be offered job interviews. Transgender people have it more challenging, with a three times higher unemployment rate than the national average. This sorry state also spells trouble not just for the young graduates and the LGBTQ+ but for employers who could miss out on these early talents in the job market. 
<h2>The Benefits of Hiring Young Talent</h2>
Companies should not ostracize young talents because they can contribute significantly with their eager attitude and fresh minds. Those who have the hiring powers ought to consider more young people in their organization for the following reasons:
&nbsp;
<ul>
<li>Boundless Enthusiasm: Young people have boundless enthusiasm with their seemingly limitless energy. They are more open to learning new tasks and accepting challenges to improve their skills and attain experience. Early talents typically brim with passion and are eager to learn more because they see it as an opportunity for growth.</li>
<li>Super Tech-Savvy: Young adults who enter the labor force grew up with gadgets. They are well-versed in navigating new machines and apps. With more companies using innovative tech solutions, hiring someone young is more cost-efficient since they are more familiar with tech and work faster. And teaching them is a lot easier, which allies with the saying, "you can't teach an old dog new tricks."</li>
<li>Fresh Perspectives: Early talent in the workforce is usually overflowing with new perspectives and creative ideas. Having someone young in the boardroom is vital because this promotes continuity. The next generation of leaders can only gain experience if they collaborate with senior management. Companies in search of new solutions and growth opportunities need young people.&nbsp;</li>
</ul>
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There are so many more reasons for companies to employ young people. Hiring young employees brings innovation and fresh perspectives, which could improve job performance and productivity. More importantly, investing in young talent means training future leaders.
&nbsp;
<h2>The Advantages of Workplace Diversity with LGBTQ+ Employees</h2>
For a long time, the LGBT community was subjected to unwarranted discrimination at work. They often experience mistreatment and harassment. Thankfully, worldwide initiatives like the celebration of Pride Month and the approval of same-sex marriages in many countries have resulted in many improvements.
&nbsp;
Awareness regarding LGBTQ rights has made it possible to change old mindsets. Creating LGBT inclusiveness as a part of the hiring process and existing office protocols brings many benefits, from improving employee satisfaction to increasing the company's bottom line. Check them out below:
&nbsp;
<ol>
<li>Attract and Retain Talent: Companies that encourage individuals to bring their authentic selves appeal to job hunters and retain existing workers. After all, people do not want to belong to organizations that are not free to be themselves. At the same time, non-LGBTQ employees may have relatives and friends who've experienced office bullying, so they feel for them and shun oppressive working conditions. Hence, companies that foster an atmosphere where people are not judged, and everyone is treated equally create a positive environment that allows employees to meet their full potential.</li>
<li>Attract More Business: Companies more supportive of the LGBTQ attract more patrons. Because of advocacies that support acceptance of the LGBTQ, most LGBTQ community members and their families and friends avoid making purchases from companies that discriminate. Moreover, most clients stay loyal and go out of their way to purchase goods and services from inclusive brands, even if the stores are out of the way or prices are more costly. As a result, inclusive companies enjoy higher profits and attract more clients.</li>
<li>Less Turnover: One of the most costly expenses in a company is hiring and training a new employee. Employees tend to leave places they don't feel comfortable in. Those who have to hide their identities leave because of stress and dissatisfaction. Companies that wish to improve employee retention rates and enjoy more significant work commitment from a loyal employee base must implement LGBTQ-friendly practices.&nbsp;</li>
</ol>
&nbsp;
Thus, companies need to set up specific policies that outline their position on LGBTQ rights. Apart from stating acceptable behaviors and establishing procedures for those who violate guidelines, it is also vital to re-establish equal hiring strategies, provide training, review benefits, and set up workplace inclusion programs to foster a better working environment for everyone.&nbsp; 
<h2>It&rsquo;s to Foster a Supportive and Inclusive Environment</h2>
Hiring LGBTQ and openly seeking young talent creates less workplace discrimination and fosters an inclusive culture for all workers. Having this kind of atmosphere improves the working environment and enhances employee engagement. A supportive environment open to all ages and genders:
<ul>
<li>Reduces complaints</li>
<li>Alleviates stress</li>
<li>Increases job satisfaction</li>
<li>Promotes a more positive relationship among colleagues</li>
<li>Boosts productivity and profits.</li>
</ul>
<h2> Final Thoughts</h2>
Acceptance of diversity encourages a sense of belonging, improves the employees' collective experience, boosts innovation, and inspires better leadership. Furthermore, a culture of inclusivity can help recruit and retain the talents needed for the business to succeed. Having an LGBTQ-friendly workplace that welcomes young applicants means that employees no longer need to hide their identity and are freer to be themselves. Happy employees equate to better productivity!
&nbsp; 
<hr>
 The CareerCircle platform is designed to connect you with the best and brightest candidates who bring unique perspectives and experiences to your team. Inclusion is not just a buzzword, it's a competitive advantage in today's rapidly evolving business landscape. Companies that prioritize equity and inclusion enjoy increased innovation, creativity, and employee satisfaction. Contact us at gettinghired@careercircle.com to take the first step toward building a more inclusive and successful workplace! 
<hr>
<h3>Content Collaborator</h3>
Meet Lucinda Martin, a writer and advocate for LGBTQ+ rights in the workplace. Lucinda is a trailblazer in her field, tirelessly working to promote acceptance and inclusivity in corporate environments. Even those who hire her from a <a href="http://studyfy.com/" rel="noopener" target="_blank">paper writing service</a> to spruce up their resumes are amazed by her results. She believes that every person, regardless of their sexual orientation or gender identity, deserves a workplace where they can thrive and be their authentic selves.

Looking to create a diverse and inclusive workplace that welcomes LGBTQ+ early talent?

Supporting LGBTQ+ Early Talent | Getting Hired

Looking to create a diverse and inclusive workplace that welcomes LGBTQ+ early talent? Our latest blog post provides expert insights and practical tips to help you support and empower LGBTQ+ individuals from the moment they join your team. Discover how you can foster an environment of respect, belonging, and equal opportunity, while unlocking the full potential of your early talent. Don't miss out on this essential guide to building a brighter future for your organization!

Supporting LGBTQ+ Early Talent

Many companies may hire someone without any real plan for how they will keep this person with them long-term.&nbsp; As a result, if the employee leaves with all of their talents and skills, they will create a hole in the team&rsquo;s workflow and impact productivity. It also costs a significant amount of money to replace an employee, not to mention how time-consuming it is to onboard and train new workers. <a href="https://gympass.com/en-us/blog/talent-acquisition-and-retention/benefits-of-employee-retention/" rel="noopener" target="_blank">Employee retention matters in every workplace</a>. Workers are more loyal when a company cares about keeping them long-term. They become highly-skilled, more productive, and better able to care for customers. Company culture and morale improve too. It&rsquo;s proven difficult for many businesses to retain LGBTQIA+ workers, in particular, because of the barriers they face in the workplace. According to a 2021 UCLA School of Law survey, over 45% of LGBTQ workers experienced unfair treatment at work, including being fired, harassed, or being passed over for employment opportunities due to their sexual orientation or gender identity. These barriers are causing companies to miss out on all that LGBTQIA+ employees bring to the workplace. But yours doesn&rsquo;t have to. Retain and nurture LGBTQIA+ talent in your workplace by creating a welcoming, safe, supportive environment. You can start by establishing inclusive workplace policies. LGBTQIA+ individuals will be more likely to stay in your workplace if they feel like it&rsquo;s accepting of who they are. 
<h2>Establish Inclusive Policies </h2>
Inclusive policies ensure your employees are protected, treated fairly, and can fully be themselves without fear of losing their jobs or being treated differently. 
Your inclusive workplace policies can include:
<ul>
<li>Flexible working policies;</li>
<li>Offering gender-neutral restrooms;</li>
<li>Treating others with respect and dignity;</li>
<li>An open dress code that allows employees to express themselves so long as they maintain a professional look.</li>
</ul>
&nbsp;
Aside from the policies above, a zero-tolerance harassment policy is also essential. 
<h2>No Tolerance for Harassment in the Workplace </h2>
LGBTQIA+ workers can&rsquo;t stay in workplaces that perpetuate this harassment and bullying for too long. And they shouldn&rsquo;t have to. Make it a point to set expectations around bullying and harassment of anyone in the workplace. Create a clear policy that condemns this behavior and lets employees know the consequences if they are to engage in it. 
<h2>Understand the Unique Mental Health Needs of LGBTQIA+ Individuals </h2>
The American Psychiatric Association revealed that <a href="https://www.psychiatry.org/psychiatrists/diversity/education/lgbtq-patients" rel="noopener" target="_blank">LGBTQIA+ people are twice as likely to experience a mental health disorder</a> in their lifetime than heterosexual people. They are also more likely to experience depression, anxiety, and substance misuse. Where these mental health issues stem from varies, but they&rsquo;re likely connected to <a href="https://businessdegrees.uab.edu/blog/conflict-work-life-balance/" rel="noopener" target="_blank">challenges with life outside of work and family obligations</a>. Situational conflicts that are unique to the individual, such as housing discrimination, perpetuate work-life balance challenges.
&nbsp;
According to a Center for American Progress survey, <a href="https://www.americanprogress.org/article/discrimination-and-barriers-to-well-being-the-state-of-the-lgbtqi-community-in-2022/" rel="noopener" target="_blank">13% of LGBTQIA+ U.S. adults experience high levels of discrimination in housing</a> &mdash; and they may have to move because of it. Also, many LGBTQIA+ individuals deal with others having a negative attitude about who they are. 28% of LGBTQIA+ respondents in the survey reported experiences of discrimination in public spaces. The same survey also revealed that LGBTQIA+ people were three times more likely to say they postponed or avoided medical care because of disrespect or discrimination from a healthcare provider they experienced in the prior year. 
&nbsp;
Keep in mind that many LGBTQIA+ individuals have families. <a href="https://www.statista.com/statistics/325083/same-sex-couples-in-the-us-by-children-in-the-household/" rel="noopener" target="_blank">14.3% of same-sex couples</a> had children in their households in 2022. Many are single parents as well, making the obligation to provide financially and emotionally solely theirs. Not being able to meet family needs, get adequate medical care, and navigate the often negative public perception of the LGBTQIA+ community can wreak havoc on these workers' mental health, causing employees to leave your company because they can&rsquo;t cope and leading to higher turnover rates.&nbsp; 
&nbsp;
Understanding the unique family and life-based conflicts LGBTQIA+ employees face and how these things affect their mental health will help you provide better support and resources for these challenges. Offering this level of support for LGBTQIA+ employees&rsquo; mental health can help them feel supported both in and out of the workplace. 
<h2>Provide Inclusive Healthcare Benefits and Wellness Perks</h2>
Your efforts to create an inclusive, supportive workplace environment for LGBTQIA+ employees would be incomplete without a focus on providing inclusive healthcare benefits and wellness perks. 
&nbsp;
Unfortunately, <a href="https://www.acponline.org/advocacy/state-health-policy/attacks-on-gender-affirming-and-transgender-health-care" rel="noopener" target="_blank">the attack on LGBTQIA+ rights</a> when it comes to health insurance and accessing quality care is well-documented. Whether it&rsquo;s because they can&rsquo;t get coverage, can&rsquo;t afford services, or because they&rsquo;re being discriminated against in healthcare facilities, many LGBTQIA+ people don&rsquo;t get the care they need. You can show your support for your LGBTQIA+ employees by providing inclusive healthcare benefits and wellness perks. 
&nbsp;
Make sure that the insurance you offer covers gender-affirming care and accepts domestic partnerships. Do your research on the healthcare facilities in the area and compile a list of the ones known to give great care to all individuals. Create parental leave policies that extend to all types of parents.&nbsp; Also, offer wellness perks, like memberships to accessible gyms and access to employee resource groups tailored to LGBTQIA+ workers that provide <a href="https://www.hrc.org/resources/lgbt-employee-retention-professional-development-programs" rel="noopener" target="_blank">inclusive professional development opportunities</a>. 
&nbsp;
If you want your LGBTQIA+ employees to feel welcome and empowered in your workplace, take good care of them. Understand and accommodate their needs and protect them in the workplace for the best chance at them <a href="https://www.gettinghired.com/blog/4501/employee-retention-tips-for-2023-or-getting-hired" rel="noopener" style="color: #34495e;" target="_blank">staying long-term</a>. 
&nbsp; 
<h4 style="text-align: center;">Interested in partnering with us? &nbsp;To learn more about CareerCircle, contact us at gettinghired@careercircle.com. </h4>
 
<hr>
&nbsp;
Content Contributor:
Ainsley Lawrence is a freelance writer from the Pacific Northwest. She is interested in better living through technology and education. She loves traveling to beautiful places and is frequently lost in a good book. 
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Retain LGBTQIA+ employees by creating an inclusive, supportive workplace with fair policies and mental health support.

Retaining LGBTQ+ Talent in the Workplace | Getting Hired

Retaining LGBTQ+ Talent in the Workplace

Over the past several years, more and more employers have grown increasingly interested in encouraging employees with disabilities to self-identify. This is largely due to federal regulatory updates and positive disability inclusion trends in the workplace. However, many employers still have questions about how to encourage self-identification among their employees.
Why Don&rsquo;t People with Disabilities Self-Identify?
Some of the top reasons include the following:
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Fear of discrimination and stigma - People with disabilities do not want to be viewed differently or for their disability instead of as a person first. There also may be fear that identifying could negatively impact their chances for promotion or other opportunities if their abilities are now doubted or viewed differently.&nbsp;
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;No impact on their daily job functions &ndash; Some feel that if they do not need an accommodation, or if their disability does not affect their ability to perform their regular job functions then the employ doesn&rsquo;t need to know.
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Not sure of the benefit &ndash; In most cases, people with disabilities are unsure of the personal benefit, and benefit to the employer, of self-identifying.&nbsp;
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Don&rsquo;t know they have one &ndash; Many people are unaware of the definition and examples of disabilities and therefore do not realize that they have something that they could identify with.
What are Self-ID Campaigns?
A self-identification, or &ldquo;self-ID,&rdquo; campaign has the goal and intention of encouraging current employees to identify as having a disability by checking the box on the&nbsp;<a href="https://www.dol.gov/ofccp/regs/compliance/sec503/self_id_forms/selfidforms.htm" rel="noopener" target="_blank">voluntary self-ID form</a>&nbsp;provided by the employer.
These campaigns are an opportunity for leadership to share why disability inclusion is important to the organization and the benefit for the individual to identify.
How Frequently Should Self-ID Campaigns Occur?
Employers who are federal contractors are required to have individuals with disabilities represent 7 percent of their workforce according to Section 503&nbsp; of the&nbsp;<a href="https://askjan.org/topics/Rehabilitation-Act.cfm" rel="noopener" target="_blank">Rehabilitation Act</a>, and typically conduct self-ID campaigns on a quarterly basis.
Most employers who are not federal contractors also strive for 7 percent representation to stay competitive and aligned with other organizations&rsquo; goals. Best practice is to conduct a self-ID campaign at least two times per year.&nbsp;
How Can My Organization Create an Effective Self-ID Campaign?
Here are five tips for creating an effective, well planned Self-ID campaign:
1.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Gain Executive Leadership&rsquo;s Participation&nbsp;&ndash; Encourage leadership to openly discuss disability with the workplace. This includes sharing their experiences either as a person with a disability or family member of a person with a disability and explaining the benefits they saw in identifying and sharing their story. Perhaps it encouraged others to share their stories and feel more comfortable to request an accommodation they needed.&nbsp; Stories like this should be shared prior to sending out the form and be done in alignment with disability awareness months like &nbsp;<a href="https://www.dol.gov/odep/topics/ndeam/" rel="noopener" target="_blank">National Disability Employment Awareness Month (NDEAM)</a>, or during annual meetings or as a &ldquo;Lunch &amp; Learn.&rdquo;
2.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Implement a Strong Communication Plan Prior to Implementation&nbsp;&ndash; Organizations should ensure that every appropriate leader and department is included in your self-ID campaign plans. This includes the marketing and communications team, human resources, leadership and specific groups like disability and/or caregiver&nbsp;<a href="https://www.askearn.org/topics/retention-advancement/employee-resource-groups-ergs/" rel="noopener" target="_blank">Employee Resource Groups (ERG)</a>&nbsp;to help with ideas and execute plans.
3.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Explain the Purpose and Benefits of Self-Identification&nbsp;&ndash; Before developing your campaign, determine what you want to share regarding the importance of self-identification. Outline the reasons why you are asking and the benefits to employees. These include explaining that self-identification leads to a stronger culture of inclusion or that the organization is required to report this information as a federal contractor. Also let employees know if the information will be kept confidential and what will be done with it.&nbsp;
4.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Determine How You Will Collect Information&nbsp;&ndash; Organizations planning to host a Self-ID campaign should provide multiple methods for collecting information from employees with disabilities. This can include allowing employees to self-identify anonymously, perhaps by sending out a general employee survey that includes the question, &ldquo;Do you have a disability?&rdquo; Some may use the U.S. Department of Labor&rsquo;s Office of Federal Contract Compliance Programs&rsquo; formal&nbsp;<a href="https://www.dol.gov/ofccp/regs/compliance/sec503/self_id_forms/selfidforms.htm" rel="noopener" target="_blank">Voluntary Self-Identification of Disability Form</a>, while others may have more public opportunities for employees to share personal stories about their disability-related experiences.
5.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Create a Unique, Educational Campaign&nbsp;&ndash; Hosting an effective Self-ID campaign requires just as much creativity as it does knowledge. This means developing a memorable slogan and a variety of resources for reaching employees. These may include videos, e-newsletters, posters, and more. Use these spaces not only to share stories, but also to explain the ADA definition of disability and provide overall disability awareness facts. It&rsquo;s also important to explain the confidentiality of self-identification and that it will not affect employees&rsquo; employment with the organization.
While it&rsquo;s important to know the number of employees with disabilities an organization has, self-identification campaigns also help foster more inclusive workplaces and create better experiences for all employees.
For more ideas on how to host an effective Self-ID campaign,&nbsp;contact the CareerCircle team at gettinghired@careercircle.com.
Contributions to this blog were made by Andra&eacute;a LaVant of Solutions Marketing Group.

Encourage employees with disabilities to self-identify with effective self-ID campaigns. Learn how to foster inclusion.

How Can Organizations Host Effective Self-ID Campaigns

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Staff Writer

144 Articles

Supporting LGBTQ+ Early Talent

Retaining LGBTQ+ Talent in the Workplace

How Can Organizations Host Effective Self-ID Campaigns