Attracting and retaining LGBTQIA+ candidates.

​​We are constantly striving to ensure that both Aspire and our clients can provide every candidate with the best possible experience, despite differential characteristics. Our dedicated Diversity taskforce wants to ensure that is exactly what happens for candidates who are LGBTQIA+ too.

​In order to help other employers do the same, we wanted to share some ideas on ways to attract, onboard and retain LGBTQIA+ employees, and also provide support to LGBTQIA+ candidates struggling with the job application process.

​How employers can attract and onboard LGBTQIA+ candidates

​When we say, attracting candidates who are LGBTQIA+, we refer to creating a welcoming place to work, signifying that as the employer you will not stand for any discrimination, and their future colleagues are considerate even if they don’t understand or agree.

• Use a variety of job boards to advertise vacancies on

• Clearly signpost company values of inclusivity on your website

• Ensure all staff receive training on discrimination policies

• Support queer causes and be strive to be an active voice for queer rights

• Partner with LGBTQIA+ employee networks and organisations

• Ask candidates for honest feedback on the recruitment process

• Offer a benefits package that considers diversity, equity and inclusion, taking care of how support is provided e.g. paid family leave rather than maternity leave.

How employers can retain LGBTQIA+ employees? ​

It’s only half the battle won if companies demonstrate themselves as an equal opportunities and LGBTQIA+ friendly workplace. In order to keep these candidates engaged, accepted and valued for what they bring to the team, there needs to be action behind the words. So think about how you can make a difference to provide an inclusive workplace in the long-term.

• Create a clear and easy way to report discrimination

• Provide a transparent culture where employees feel they can share their feedback while being carefully listened to

• Gender-neutral toilets

• Reasonable dress codes not based on gender stereotypes

• Provide support and ease when changing their name or pronouns

What we are doing to support LGBTQIA+ candidates

We can admit that this is no easy feat, but with a dedicated taskforce to keep Aspire on track, and allowing all employees to feedback on how they feel working at Aspire, we promise to keep learning to understand what we can do to help everyone feel comfortable.

​In the last month, we have discussed a plethora of ways to make this happen, a conversation that will continue long after Pride month so we have a long-term strategy in place.

​To try and break down barriers for LGBTQIA+ applicants, we provide opportunities to reach out directly to our own LGBTQIA+ employees for support during the recruitment process such as writing a strong CV and performing well at interviews, doing what we can to ensure they can perform their best.

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Catch up with Stefania Anzalone from our Aspire UK office who works with Global Media agencies recruiting for Media Planning and Buying, Programmatic and Digital Performance or, Matheus Maier in our USA (New York) office who recruits in the Digital and Media space.