Making the Recruitment Process Trans-Inclusive

By Lee Christie, P&O Head for Novartis Ireland

As organizations strive to create more inclusive and welcoming workplaces, it’s crucial to ensure that this commitment extends to potential employees in the recruitment process. A trans-inclusive recruitment process not only fosters a sense of belonging, safety, and respect for transgender individuals, but it also helps in attracting and retaining top talent.

Use Gender-Neutral Language

When creating job descriptions and recruitment material, carefully consider and review the language used. Avoid gendered language such as “he”, “she”, “man,” or “woman” unless it’s specifically relevant to the role. Instead, focus on using gender-neutral terms like “they”, “candidate”, “applicant,” or “individual.”

Make Your Commitment Visible

Alongside job descriptions, another starting point of the recruitment process is the marketing campaigns. Demonstrate your commitment to diversity and inclusion from the outset by incorporating diverse and inclusive imagery and language into your marketing materials, website, and social media posts. This allows prospective candidates to

Create Inclusive Application Forms

Whether it is a paper or digital form, inclusive options for gender identity and expression are a must when designing application forms. Allowing individuals to select their own gender identity from a range of options or providing an open-ended field for self-identifications showcases your inclusivity from the moment they have decided to apply.

Train Recruiters and Hiring Managers

Educate recruiters and hiring managers on best practices and issues related to gender identity and expression. Provide them with training on unconscious bias, using inclusive language, and how to create a respectful interview environment for transgender individuals.

Offer Flexible Interview Accommodations

Be accommodating when scheduling interviews to allow flexibility for transgender individuals who may have specific needs, such as offering virtual interviews for those who may feel uncomfortable in traditional office settings in a new organization.

Respect Pronouns and Names

A simple request, and yet one of the most meaningful. Address all candidates by their chosen pronouns and names, even if they do not match legal documents or other historical documents provided. Not only does this allow employees to feel psychologically safe during the interview process, but it also highlights you as a future employer as a truly understanding employer.

Create a Safe and Supportive Environment

Ensure that each interview environment is welcoming and supportive of transgender individuals. Avoid asking questions about their gender identity or transition. Remind candidates in the process of their data privacy, and that information is safely stored

Be Mindful, Show Care and be Supportive

Throughout the process, if a candidate discloses that they are trans, remember to remain professional and thank them for sharing. Make an effort to put them at ease by informing them of your organization’s stance on Diversity, Equity, and Inclusion and any policies related to it. Explain to them that what they have shared is not relevant to the job or the interview process and refocus the attention back on the interview itself. If a candidate discloses this information after an interview, you can have an open discussion about any actions, if any, that need to be taken.

Regularly Review Clear and Visible Policies

All organizations should regularly review their policies and procedures to ensure they are inclusive and aligned with evolving LGBTQ+ rights and protections. To show the organization’s support, you should make them visible on your company website or available to send candidates to demonstrate your organization's ongoing commitment to staying up-to-date with best practices.

Seek On-going Feedback Internally and Externally

With a wide network of organizations and internal Employee Resource Groups (ERGs) focused on LGBTQ+ issues, these groups can provide ongoing valuable guidance on creating inclusive recruitment practices, provide training for all employees, and identify areas for improvement.

Remember, creating an inclusive recruitment process is an ongoing journey that requires commitment, continuous improvement, the willingness to learn, and the humbleness to be corrected. By implementing these tips and continuing to foster a culture of respect and understanding, you can help ensure that your organization attracts and retains a diverse and talented workforce that reflects the wider community.