No B.S. Coaching Advice

Being More Inclusive of LGBTQ+ Candidates and Employees

Being More Inclusive of LGBTQ+ Candidates and Employees | No BS Hiring Advice | #shorts

 

 

Here are 4 easy to implement ways to be more inclusive of LGBTQ+ job applicants and employees.

TRANSCRIPT:

To be more inclusive, the LBGTQ+ potential hires and employees, it only takes a few steps. Number one, when you’re interviewing, refer to the other person, the family, as husband, wife or spouse, regardless of gender. That becomes a signal of inclusiveness. Number two is proactively start correcting the language of your team, so that they take away some of the jokes or the wisecracks and the comments that are heteronormative, rather than being inclusive. Number three is be open to being corrected. You’re going to make mistakes, too. I know I have, and it’s wonderful when someone trusts me enough to correct me. And number four, be inclusive of the spouse and the children in their family in order to ensure that at company functions, everyone feels welcome. Very simple stuff. Hope you find this helpful. Follow me, please.

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

Jeff Altman, The Big Game Hunter
Jeff Altman, The Big Game Hunter

Jeff Altman, The Big Game Hunter is a coach who worked as a recruiter for what seems like one hundred years. His work involves career coaching, as well as executive job search coaching, job coaching, and interview coaching. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 2100 episodes.

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Being More Inclusive of LGBTQ+ Candidates and Employees | No BS Hiring Advice | #shorts

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