As the annual “milk round” university recruitment season approaches, HR directors face a unique and urgent challenge: how to attract and retain top Gen Z talent. This generation, known for valuing authenticity and inclusivity, brings fresh expectations to the workplace. Recent research* underscores the significance of these values, revealing that nearly one-third of students and recent graduates identify as LGBTQ+. For forward-thinking employers, this is a call to action to elevate diversity, equity, and inclusion (DE&I) efforts.

Gen Z is leading a cultural shift toward authenticity, especially in the workplace. myGwork’s latest survey reveals that a significant 80% of LGBTQ+ students and recent graduates consider the presence of visible LGBTQ+ role models in leadership positions a determining factor in their job decisions. This suggests that a leadership team reflecting the diverse workforce is no longer just a nice-to-have – it’s essential for attracting this talent pool. Conversely, nearly three-quarters of LGBTQ+ job seekers hesitate to join companies where they cannot be themselves, fearing discrimination, bias, and restricted opportunities for growth.

Discrimination remains a pressing concern, and many young LGBTQ+ professionals encounter it early in their careers. myGwork’s latest survey found that nearly half (48%) of LGBTQ+ students and graduates have witnessed discrimination based on sexual orientation or gender identity in the workplace, compared to just 32% of non-LGBTQ+ respondents. Moreover, 36% reported firsthand experiences of homophobia, biphobia, or transphobia. To create a welcoming environment, organisations must actively combat such biases with clear, enforceable policies.

Corporate Allyship & Representation Matters

Corporate allyship is more than a trending term – it’s a crucial retention strategy. The survey found that 80% of LGBTQ+ Gen Zers would reconsider joining a company that visibly distances itself from the LGBTQ+ community. Employers who consistently demonstrate support for LGBTQ+ issues cultivate a strong sense of belonging and loyalty, which can be invaluable in retaining this talent.

With almost one-third of students and graduates identifying as LGBTQ+, organisations that prioritise authentic inclusivity gain a crucial advantage in the race for talent. Visible representation, an open culture, and proactive allyship are no longer optional; they’re foundational for building an engaging and competitive employer brand. Companies that embrace these values won’t just enhance their corporate culture, they’ll also strengthen their recruitment success.

Practical Steps for Building a Truly Inclusive Workplace

For HR directors looking to foster an environment that appeals to Gen Z talent, especially LGBTQ+ individuals, consider the following eight strategies:

1. Promote Diverse Leadership: Highlight LGBTQ+ leaders within your organisation. Sharing their stories in recruitment and internal communications shows that everyone has opportunities for advancement and success.
2. Encourage Open Dialogue: Create safe spaces for employees to express their identities and share their experiences. Regular check-ins and anonymous feedback channels can help foster an inclusive atmosphere.
3. Enhance Anti-Discrimination Policies: Develop and regularly update clear policies that protect all employees, regardless of sexual orientation or gender identity. This not only sets expectations but signals a firm commitment to inclusivity.
4. Build Tailored Support Networks: Launch or expand mentorship programmes and Employee Resource Groups (ERGs) specifically for LGBTQ+ employees. These initiatives build community and offer valuable support for career growth.
5. Offer Consistent Inclusivity Training: Ensure all employees, including leadership, participate in LGBTQ+ inclusivity training to break down biases and reinforce a supportive culture. Consider resources like the myGwork Academy for practical training options.
6. Measure Your Progress: Track the impact of your inclusion efforts with surveys and feedback loops. Understanding employee sentiment helps guide future strategies and identify areas for improvement.
7. Engage with LGBTQ+ Organisations: Partner with LGBTQ+ groups and leverage diversity-focused recruitment platforms, such as myGwork, to reach a broader talent pool and enhance your credibility as an inclusive employer.
8. Join us at WorkFair 2024: To further support inclusive hiring practices, myGwork is hosting WorkFair, a virtual global career fair connecting LGBTQ+ students, recent graduates, and allies with inclusive employers. Scheduled for 13 November, this event offers diverse attendees direct access to job opportunities, along with free workshops and career-enhancing panels. Don’t miss this opportunity to showcase your organisation as an employer of choice committed to authentic inclusion.

*research from myGwork