LGBTQ execs less likely to say employers prioritize D&I in recruiting

DEIDiversityDiversity, Equity, and Inclusion Advisory
Article Icon News Article
4月 24, 2019
1 read
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.
rra-background-green-7.jpg

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