Your company just updated its logo to rainbow colors on social media. Thatโs great for visibility, but if your hiring process still turns away LGBTQ+ talent, your Pride campaign might feel like a marketing gimmick.
Inclusive hiring isn’t a seasonal move. In the Philippines, where over 50% of LGBTQ+ employees still face bias in recruitment, it’s a strategy that builds equity, strengthens teams, and sets you apart as a forward-thinking employer.
1. Audit Your Hiring Practices (Bias Hides in Plain Sight)
Before you promote a โdiverse and inclusiveโ culture, start by checking your actual hiring process. Many companies unknowingly create barriers through gendered language, limited gender options, or biased interview questions.
Ask your HR team: Is our process welcoming to everyone, or are we screening people out without realizing it?
Also, consider creating anonymous resume review systems to remove bias in the initial screening phase. You could also explore digital assessments to evaluate skills rather than relying heavily on interviews that may carry subconscious bias.
2. Train EveryoneโNot Just HRโon Inclusive Practices
A diverse hire won’t thrive in a non-inclusive team. Thatโs why training should go beyond the HR department. Interviewers should know how to use correct pronouns, avoid assumptions, and create safe interview environments.
Need conversation starters for your team? Share helpful reads on setting healthy work boundaries.
Also, consider inviting LGBTQ+ speakers to share their workplace experiences. These first-hand stories help humanize the conversation and shift mindsets beyond policy talk. Internal e-learning programs with quizzes and real-world scenarios can also strengthen awareness.
3. Use Inclusive Language in Job Descriptions
Think of your job post as your first impression. If it doesnโt feel safe or welcoming, candidates wonโt apply. Use neutral words, include a diversity statement, and highlight inclusive perks. These small changes make a big difference and show youโre serious about inclusivity.
You can also create a short inclusivity checklist when publishing jobs: Does it avoid gender-coded terms? Are benefits supportive of LGBTQ+ needs? Have we included flexible work options?
4. Partner With Local LGBTQ+ Networks
Show the LGBTQ+ community you’re serious by working with advocacy groups like Bahaghari or Metro Manila Pride. These partnerships can help you access diverse talent and improve your brand reputation.
Platforms like Bossjob also allow you to promote roles with flexible and inclusive benefits.
Donโt forget to collaborate on events or sponsor career workshops for LGBTQ+ students and professionals. This proactive outreach positions your brand as an ally, not just a bystander.
5. Know the Legal Landscape
The SOGIE Equality Bill has yet to pass, meaning companies must step up where the law still falls short.
Include LGBTQ+ protections in your anti-discrimination policy and ensure safe grievance mechanisms.
Leadership should speak up for inclusion, not just during Pride, but all year long.
While waiting for legislative support, draft internal guidelines that specifically address workplace harassment, use of pronouns, and leave for same-sex partners. These send a clear message that your business leads by example.
6. Foster an Inclusive Work Culture
Hiring LGBTQ+ employees is a start, but inclusion is about the day-to-day experience. Ask yourself if your benefits, leadership, and workplace support true diversity. Support employee-led groups and review how well LGBTQ+ employees are retained and promoted.
Consider offering wellness programs tailored to LGBTQ+ needs, such as counseling or transition-related support. Providing all-gender restrooms and inclusive dress code policies can also promote comfort and equity.
7. Celebrate Pride with More Than Just Rainbow Logos
Actions speak louder than social posts. Use Pride Month to do more. Host webinars, run training sessions, or share authentic employee stories. Set diversity goals and track progress beyond June.
Additionally, your team could organize volunteering activities with LGBTQ+ organizations. Create a Pride Month calendar filled with educational content, awareness days, and meaningful employee engagement.
8. Why Inclusive Hiring Helps Your Bottom Line
Inclusive teams perform better. They bring fresh ideas, higher loyalty, and stronger company culture. Younger generations in the Philippines care about values when choosing where to work.
Diversity isnโt just moralโitโs profitable.
According to a study, companies in the top quartile for diversity are 35% more likely to outperform competitors. Inclusive hiring helps you tap into underutilized talent pools and improve employee satisfaction.
Build Belonging, Not Buzzwords
Inclusive hiring isn’t a trendโitโs a commitment to treating people with respect. Look at your job descriptions. Train your hiring teams. Audit your systems.
Visit Bossjob to start building a better hiring strategy today. You wonโt just be celebrating Prideโyouโll be making it count, every day of the year.