LGBTQ execs less likely to say employers prioritize D&I in recruiting
DEIDiversityDiversity, Equity, and Inclusion Advisory
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April 24, 2019
DEIDiversityDiversity, Equity, and Inclusion Advisory
The majority of LGBTQ executives in our survey said sexual orientation and gender identity are included in their organizations' diversity and inclusion strategies.
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HR Dive

The HR Dive article, "LGBTQ execs less likely to say employers prioritize D&I in recruiting," features Russell Reynolds Associates' paper, "A Leader's Guide to LGBTQ+ Talent Strategy." The article is excerpted below. 

Dive Brief: 

  • The majority of LGBTQ executives in a recent survey by Russell Reynolds Associates said sexual orientation and gender identity are included in their organizations' diversity and inclusion strategies, but they were also less likely than non-LGBTQ executives to say their organizations place a priority on attracting and developing diverse talent.  
  • Leaders found that shifting D&I initiatives from concept into meaningful action was difficult, according to Russell Reynolds Associates. Among LGBTQ executives, who made up 8% of the survey's more than 700 respondents, 45% said that diverse talent left their organization because of a lack of inclusion or engagement, and LGBTQ executives cited a lack of retention and development initiatives as the No. 1 barrier to their professional success.  
  • The firm recommended that employers seeking to improve D&I and diversity hiring goals apply a multi-faceted strategy including: 1) communicating a clear commitment to D&I and diversity hiring goals; 2) displaying a code of conduct on intranets and removing biased language from job ads to mitigate risks; and 3) establishing diverse hiring panels for all hiring decisions, engaging with employee resource groups and incorporating D&I into business strategy. 

To read the full article, click here