I dread the beginning of June when all the companies start coming out with rainbow logos. I get it. You want to show the LGBT+ community that you support them. Wonderful. How does changing your logo change anything for them? How does it create a more inclusive candidate experience? How does it give them equal access to this world?
Unfortunately, so many companies spend time adding colors to a logo to convey they are inclusive instead of educating their teams.
News flash: Brands shouldn’t be leading inclusion and community efforts – in your consumer or candidate messages. Talent should.
Talent Teams Teach Inclusion
Talent has the opportunity to impart information on their teams and empower people with action. But, the cool part we don’t talk enough about is how those employees can impact families, friends, peers, and community members. One employee will have an enormous impact on making this world more bearable and safe for others.
As companies, we have an opportunity and responsibility to educate our people on inclusive language and candidate experiences to become better parents, teachers, leaders, and allies in the community.
Pronoun education is just one element of that – but it has significant consequences on employee mental health. Stats from the Trevor project show that if one person at work uses correct pronouns for you, it can
decrease the likelihood that you’ll attempt suicide by 40%.
One person can save a life and talent leaders can help. How amazing is that?
If you want to bring that content to your office, you can book a meeting with me here.
An Inclusive Candidate Experience Starts With Introductions
Acceptance starts at the introduction when we don’t assume. Instead, we ask. However, most people don’t know how to broach the subject of pronouns or feel comfortable asking.
In my research and exploration, here’s the introduction I’ve found that feels most comfortable for me:
Hi, my name is Katrina.
I use they/them pronouns.
How should I refer to you?
If they feel safe, I hope they’ll share their pronouns. If they don’t, they are welcome to change pronouns later. Regardless, that prompt will convey my interest in knowing them versus my interest in them knowing me. That’s where belonging often starts – by simply showing your concern for another human.
The most important lesson here? Ask. Not when in doubt, not when you’re curious, but always. Just ask instead of assuming gender or anything else about a person.
My biggest hope for the near future is simply that – a world of work where we stop assuming and start asking questions and where people show genuine concern for each other.
I know we have a long way to go, but starting with this easy introduction is a great place to begin building belonging in the candidate experience.