Pride Series: Using LinkedIn To Find Inclusive Employers
Happy Pride! Coach Nadia here, and as an LGBTQ+ career coach, I’m dropping in to talk about how you can use LinkedIn to find inclusive employers in your job search.
As a member of the Queer community myself, I understand how important it is to be seen and heard at work. Finding inclusive employers is the first step in that process.
Basic LinkedIn Sleuthing
As a starting point, it’s worth your time to firstly check out an employer’s LinkedIn business page. Pay close attention to what information an employer is communicating in the “About” section.
Do they use inclusive language? Do they specifically call out their commitment to diversity?
In the Beyond Discovery Coaching LinkedIn business page, I specifically say:
I am a first generation American, a woman and a member of the LGBTQ+ community. I welcome diverse clients and can promise a safe space where your needs are heard and respected.
This statement not only communicates my own positioning within the community but also gives clients an understanding of what type of space they can expect when working with me. So even if clients aren’t LGBTQ+ or identify as a woman, I will still hold an inclusive and safe space for any and all marginalized or underrepresented identities.
Assessing Job Descriptions
Another way to determine if an employer is inclusive is to assess their job descriptions. I was recently working with a client and we found an amazingly inclusive job description I want to share with you. Here is what it said:
Our staff comes from very diverse backgrounds, but we all have one thing in common; we believe in our mission and the service we provide to the public.
We know there are great candidates who may have skills we haven’t thought about. If that’s you, don’t hesitate to apply and tell us about yourself. We also encourage members of traditionally underrepresented communities to apply, including people of color, LGBTQ+ people, veterans and people with disabilities.
Inclusion can be defined in loads of different ways including background, education and identity. I appreciate this employer understands there are great candidates out there they haven't thought about- how humbling!
As a career coach and someone who has done a lot of hiring, I can testify search committees do NOT have it “all figured out” and we very much don’t always know what we are looking for. Staying curious, open and flexible to assessing people as people, not just a resume, is incredibly humbling.
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Finding People
One of the reasons I keep coming back to LinkedIn for job searches is because it does the best job integrating employer profiles, job descriptions AND people. After I find a seemingly inclusive employer page or job description, I move over to the people side of the organization.
A word of caution, not all diversity can be seen. So while you might be inclined to look for people that have similar appearances, experiences or education, remember, there are loads you can’t uncover from a simple social media profile.
So what do I look for?
Length of stay: How long are people staying at the employer? If it seems like a revolving door, it might just be normal for the industry, but it might very well mean something culturally is happening at the employer folks are running away from.
Where are they going next: Are people getting promoted or leaving the organization entirely? If they are leaving the organization, where are they going? This is a great way to find more inclusive companies to explore too!
Volunteer or additional service: Inclusive organizations give employees time to engage in volunteer opportunities or additional service within the organization such as employee resource groups or task forces that contribute to building an inclusive culture. I often look to see if employees are engaging voluntarily, beyond their job. How people spend their time when they aren't getting paid for it says a lot about their commitment to the organization or cause.
Next Steps
You’ve checked the employer on their business page (perhaps website and social media too?), found job descriptions that resonate with you and it seems people are engaged and loyal to the organization, what next?
Time to apply! Time to network! And time to reflect and consider why you are drawn to the employer and who are their competitors so you can find more organizations to assess. Another tool to find inclusive employers are Corporate Index lists, which can be helpful for particular industries.
Human Rights Campaign Foundation’s Corporate Equality Index is the national benchmarking tool on corporate policies, practices and benefits pertinent to lesbian, gay, bisexual, transgender and queer employees.
https://www.hrc.org/resources/corporate-equality-index
Finding inclusive employers takes time and energy. Build this into your job search and assess how important inclusion is to you. For many of us, it’s a leading drive to looking for a new job in the first place. Take your time, be patient and be thorough in your research.
Related:
Purchasing Products With Pride: All You Need To Know About Rainbow Capitalism
Pride Series: How To Show Your Diversity and Inclusion When Applying To Jobs
Pride Series: 5 Ways To Authentically Demonstrate Inclusivity During Job Interviews
Meet The Writer!
Hi! My name is Nadia Ibrahim-Taney and I help people design happy and fulfilling careers through authentic career coaching. My expertise includes career exploration guidance, resume writing, interview prep and LinkedIn profile optimization. My pronouns are She/ Her/ Hers and as a member of the LGBTQ+ community, I focus on how diverse identities impact and influence folks holistically and professionally. Please connect with me on LinkedIn or at Nadia@beyonddiscoverycoaching.com
