Embracing Pride Month:

How Resume Sourcing and Outsourcing Recruiting Can Foster Diversity and LGBTQ+ Inclusion

As Pride Month takes center stage, it’s crucial to reflect on the progress made towards LGBTQ+ inclusion while identifying areas that still require improvement. In the realm of recruitment and hiring, internal biases have long been a concern, leading to underrepresentation and exclusion of diverse talent. However, resume sourcing and outsourcing recruiting offer powerful tools to address these biases, enabling organizations to build more diverse and inclusive workforces. In this article, we explore how these strategies can play a pivotal role in fostering LGBTQ+ inclusion and diversity.

Overcoming Unconscious Bias: Unconscious biases can significantly impact hiring decisions, leading to the unintentional exclusion of qualified LGBTQ+ candidates. By employing resume sourcing and outsourcing recruiting, organizations can reduce reliance on internal decision-making, minimizing the potential impact of unconscious biases. Leveraging external expertise helps ensure a fair and impartial evaluation of candidates solely based on their skills, qualifications, and experiences.
Expanding Talent Pool: Traditional recruitment methods often limit the candidate pool to known networks and referrals, inadvertently excluding LGBTQ+ individuals who may not have the same access or connections. Resume sourcing and outsourcing recruiting can help organizations tap into a wider talent pool, actively seeking diverse candidates and actively mitigating the risk of excluding LGBTQ+ professionals. By casting a broader net, companies can discover exceptional talent they may have previously overlooked.
Ensuring Anonymity and Privacy: Resume sourcing and outsourcing recruiting processes can be designed to anonymize candidate information, including personal details such as name, gender, and background. This anonymization helps eliminate potential biases based on gender identity or sexual orientation, focusing solely on qualifications and experiences. By safeguarding candidates’ privacy, organizations create a more inclusive and respectful hiring environment, where individuals are assessed based on merit alone.
Supporting LGBTQ+ Employee Resource Groups (ERGs): Resume sourcing and outsourcing recruiting can be complemented by collaboration with LGBTQ+ Employee Resource Groups (ERGs). ERGs provide valuable insights and perspectives to recruiters and hiring managers, ensuring that LGBTQ+ candidates are treated with the respect and sensitivity they deserve. Engaging with ERGs allows organizations to better understand the unique challenges faced by LGBTQ+ individuals in the workplace and tailor recruitment strategies accordingly.
Showcasing LGBTQ+ Inclusivity: Organizations that actively embrace resume sourcing and outsourcing recruiting can highlight their commitment to diversity and inclusion. By openly sharing these initiatives, companies can attract LGBTQ+ talent by sending a clear message that they value diversity, foster an inclusive environment, and provide equal opportunities for career advancement. Such proactive steps can make a significant impact on attracting diverse candidates who seek workplaces where they can thrive authentically.

These following individuals have made significant contributions to advancing LGBTQ+ rights and inclusion within the human resources field. Their leadership and advocacy have paved the way for greater acceptance and representation of LGBTQ+ professionals in the workplace:

Brian Tippens – Vice President, Chief Diversity Officer at Hewlett Packard Enterprise (HPE): Brian Tippens is an accomplished LGBTQ+ leader in the field of human resources. As the Chief Diversity Officer at HPE, Tippens is dedicated to fostering an inclusive and diverse workplace culture. He has been recognized for his efforts in LGBTQ+ advocacy, including being named one of the “Top 50 LGBTQ+ Executives” by the Financial Times.
Pat Wadors – Former Chief Human Resources Officer at ServiceNow: Pat Wadors has been an influential LGBTQ+ leader in the HR field. During her tenure at ServiceNow, she focused on building an inclusive workplace where everyone feels valued and supported. Wadors has openly shared her personal journey as a transgender woman, inspiring others and advocating for LGBTQ+ rights. She has been recognized by various publications, including being named one of the “Top 50 Most Powerful Women in Technology” by the National Diversity Council.
Christopher Crespo – Vice President, Global Diversity and Inclusion at American Express: Christopher Crespo is a prominent LGBTQ+ leader in the HR industry. At American Express, he has played a key role in driving diversity and inclusion initiatives, including creating inclusive policies and fostering a supportive environment for LGBTQ+ employees. Crespo has been recognized for his contributions to LGBTQ+ advocacy, receiving accolades such as being named one of the “Top 50 LGBTQ+ Future Business Leaders” by Yahoo Finance.
Laura Sherbin – Managing Director at Boston Consulting Group’s Henderson Institute: Laura Sherbin is a respected LGBTQ+ leader and expert in the field of diversity and inclusion. She has conducted extensive research on LGBTQ+ workplace issues and has authored reports and articles addressing the challenges faced by LGBTQ+ professionals. Sherbin’s work has been widely recognized, and she has received awards such as the “Outstanding Leader in Advancing Equality” from Out & Equal Workplace Advocates.
Shannon Price – Senior Vice President, Global Talent Management at VMware: Shannon Price is a prominent LGBTQ+ leader in the HR realm. At VMware, she has championed inclusive talent management practices and spearheaded initiatives to support LGBTQ+ employees. Price has been acknowledged for her leadership and advocacy, receiving accolades such as being named one of the “Top 40 LGBTQ+ Executives” by OUTstanding and the Financial Times.

Resume Sourcing and Outsourcing Recruiting to increase Diversity

Pride Month serves as a timely reminder for organizations to reflect on their commitment to diversity, inclusivity, and LGBTQ+ rights. Resume sourcing and outsourcing recruiting offer powerful means to challenge internal biases, expand the talent pool, and create an inclusive hiring environment. By leveraging these strategies, organizations can take concrete steps towards fostering diversity, attracting LGBTQ+ talent, and cultivating a workplace where all employees can feel valued, respected, and empowered to bring their whole selves to work.

Let us celebrate Pride Month by championing equality and embracing recruitment practices that promote diversity and inclusion. By actively seeking out and welcoming LGBTQ+ professionals, we not only create stronger and more innovative teams but also contribute to a society that values and uplifts everyone, regardless of their gender identity or sexual orientation.