United in Pride: Building Inclusive Workplaces Through Allyship
This PRIDE month, Hays, like many employers, has proudly supported celebrations of the LGBTQIA+ community, reaffirming our commitment to inclusion and equity. We recognise that creating inclusive environments requires ongoing, year-round action.
In this article, we explore practical steps organisations can take to ensure their hiring processes and workplace culture actively support LGBTQIA+ inclusion, ensuring that everyone feels seen, valued, and empowered to thrive.
Why Inclusive Recruitment Matters
Inclusive recruitment and attraction strategies aren’t just the right thing to do; they also make recruitment more successful. They add objectivity, attract broader talent pools, and strengthen your employer value proposition (EVP).Inclusion begins with how we show up in the market: the language we use in job ads, the accessibility of our hiring processes, and the authenticity of our employer brand.
Employers can:
・Use inclusive and gender-neutral language in job ads Avoid gendered terms like “he/she” and instead use “they” or role-specific language. Tools like a Gender Decoder can help identify and remove gender-biased language, ensuring your ads appeal to a diverse range of candidates.
・Offer gender-inclusive application options
Allow candidates to self-identify beyond binary choices and include pronoun fields that are respected throughout the recruitment process.
Allow candidates to self-identify beyond binary choices and include pronoun fields that are respected throughout the recruitment process.
・Adopt a systems-based approach
Conscious and unconscious bias can prevent qualified candidates from progressing. Standardised interview questions, skills-based assessments, and hiring rubrics help ensure fairness and consistency.
・Communicate your inclusive practices
If you use inclusive hiring training, blind CVs, or standardised assessments, share this with candidates. Transparency builds trust and confidence in your process.
・Include inclusive statements in job postings
Explicitly encourage applications from underrepresented groups to signal your commitment to diversity.
・Add accessibility statements
Let candidates know they can request reasonable accommodations. This not only supports disclosure but also builds trust.
Creating an Inclusive and Equitable Work Environment
While inclusive recruitment is essential, fostering a truly inclusive workplace goes beyond hiring. Here are some ways to build a culture where LGBTQIA+ employees feel supported and empowered.
Employee Resource Groups (ERGs)
ERGs, also known as employee network groups, play a vital role in fostering inclusion, raising awareness, and building allyship. These voluntary, employee-led groups create a sense of community and belonging.
Pride ERGs, in particular, provide a safe and affirming space for LGBTQIA+ employees to connect, share experiences, and advocate for inclusive policies. They also foster valuable networks that support career advancement.
Leadership Support
Leaders are essential to building inclusive cultures. They can champion initiatives, secure resources, and model inclusive behaviours, demonstrating that diversity and inclusion are core organisational priorities.
“Serving as the sponsor of our Pride employee resource group is a role I hold close to my heart. True allyship goes beyond words; it’s about taking meaningful action. That’s why I believe in leading with visibility, whether by championing Pride events, encouraging open dialogue, or ensuring our teams have opportunities to engage with inclusion in ways that resonate with them. When we show up authentically and advocate for one another, we don’t just support diversity. We celebrate it. At Hays, fostering an inclusive culture isn’t just an initiative; it’s a commitment we actively choose every day.”
- Kathy Lou (she/her), Marketing Director, Asia & Co-sponsor, Pride ERD, Asia
Visible Markers of Inclusion
Pride symbols and inclusive imagery help LGBTQIA+ individuals feel safe and supported. These visible markers signal that inclusion is intentional, not assumed.
Learning and Development Opportunities
Education is key to fostering allyship and building inclusive workplaces. At Hays, we offer both formal and informal learning opportunities to ensure everyone feels seen, heard, and valued.
Our Commitment Beyond PRIDE
As we celebrate PRIDE this June, we also recognise that inclusion is not confined to a single month; it’s a year-round commitment. At Hays, we proudly stand with the LGBTQIA+ community not only in celebration, but through continuous, meaningful action.
From inclusive policies and visible support to education and community engagement, we remain dedicated to creating a workplace and a world where everyone can thrive, every day of the year.
From inclusive policies and visible support to education and community engagement, we remain dedicated to creating a workplace and a world where everyone can thrive, every day of the year.
About this author
Susie Barrow (she/her), Senior Manager Diversity Equity and Inclusion Asia, began working with Hays in 2018 and has over 12 years recruitment and inclusive leadership experience. Susie is passionate about enabling people and businesses to achieve maximum results and potential through partnering to develop innovative processes and people-centered ways of working that empowers diverse talent in equitable and inclusive ways.
Connect with Susie on LinkedIn.