Growing Diverse Teams: Interview and hiring process

Now that your job postings are full of inclusive language for all job seekers and you have applications coming in hot, it’s time to think about the interview process. This can be challenging as interviews are often done in person, in real-time and you have to make a conscious effort to use neutral language when addressing the candidate. If you have a custom application, include a place where the applicant can indicate their pronouns. If it is not possible to alter your company’s application, this is where it may be useful to ignore previous generalizations you’ve had in the past.

Like most people, you may have been brought up to say things like “Yes ma’am, no ma’am,” and also “Yes sir, no sir.” That is a commendable way to show respect to others, however, keep in mind that your candidate may not always identify with the gender they were assigned at birth. For example, you’re going through the applications and you see the name Kelly. Instead of saying to yourself, “Let me send her an interview request,” say “Let me send them an interview request.” 

Once the candidate arrives at the interview, it is a good idea to ask them if their name is their preferred name and what pronouns they use and also, let them know what your pronouns are. You should also avoid making assumptions and asking candidates gendered questions upon first meeting them. For example, if the candidate is male presenting, do not ask questions such as “what did you think of that game last night,” or if the candidate presents as female, “what did you think of that episode of Real Housewives?” It is understandable that you are trying to get to know a little bit more about the candidate but it could make them uncomfortable. Instead, ask them what are some of their hobbies or interests.

It is also important to remember someone’s name, the pitch of their voice, or appearance does not determine their sexuality or gender. It’s never safe to assume—always use “they” or ask “what are your pronouns?” Everyone is unique so this varies from person to person. Even folks who don’t identify as LGBTQ+ have begun using they/them/theirs pronouns in solidarity or just because it feels right to them.

You’re probably wondering, how to start using inclusive language? A good way to start is with everyday conversations. For example, let’s say you’re talking to a friend about a co-worker or a family member. Make the conscious effort to refer to that co-worker or family member as “they” or “them.” This may feel weird at first, but it does get much easier and pretty soon it will become as natural as breathing. The main key in all of this is not to assume a person’s pronouns or gender identity. 

Implementing these practices will have a big impact on candidates and their comfort level with a potential new employer. Being conscious of how you’re addressing the candidate will show them that your workplace is safe and that they belong. It also could make all the difference in a candidate accepting the job or not. Imagine the employee working up to their full potential because they know they can fully be themselves, and be seen and understood.

Growing Diverse Teams: An LGBTQ+ Inclusive Language Blog Series

“We’ve learned that quiet isn’t always peace, and the norms and notions of what “just” is isn’t always justice.” -Amanda Gorman

Words have power beyond our understanding, stay with us, and are passed onto others. Just as business owners strive for every customer to have an unforgettable experience, it is important employees, candidates, and job seekers receive the same care. 

There are 11 to 13 million LGBTQ+ folks in the workforce today, and 50% are not out of the closet, leading to stalled careers or worse. Inclusive language in the workplace builds stronger teams. You have the power simply within your choice of words to change this statistic!

Did you know that by simply changing pronouns in your job descriptions you are not only making your workforce more inclusive, but you are contributing to suicide prevention, allyship, and career momentum? One small change like a neutral pronoun can make all the difference between a worker scrolling past your job or clicking “apply now.” 

If one of your organization’s goals is to form a diverse workforce, we have some tips on how to grow these strong teams, from inclusive language within your initial job postings all the way to going the extra mile for your loyal employees.