LGBTQIA+ Recruitment still needs work
Less than 2% of jobs in the UK actively target or encourage the LGBTQIA+ community, indicating that many businesses are not taking sufficient steps to engage with and recruit from this demographic, according to leading talent solutions provider, WilsonHCG.

Data from WilsonHCG’s talent intelligence and labour market analytics platform, Claro Analytics, reveals that only 1.5% of job postings in the UK mentioned LGBTQIA+ terms in May 2024. This figure is a mere 0.2% increase from the previous year.

Unfortunately, while employers may ‘talk the talk’ on improved diversity and embracing LGBTQIA+ applicants, in practice, by not specifically inviting candidates from the LGBTQIA+ community to apply, or letting candidates know the business has a diverse approach to recruitment, candidates may be put off from applying.

Sector-Specific Progress

The data shows significant variations across different sectors. The Communications Services sector had the lowest percentage of job postings highlighting LGBTQIA+ terms at just 0.8%. In contrast, the Financial Services, Consumer Discretionary, and IT sectors reported the highest numbers of jobs actively targeting this community, with 12.7%, 6.1%, and 5.9%, respectively.

Janine Chidlow, Managing Director at WilsonHCG, commented:

“Despite the long-standing celebration of Pride Month, progress in the recruitment and employment landscape appears to have stalled. We expected to see more significant growth in job postings promoting LGBTQIA+ incentives over the past year. It’s not only the right thing to do but also beneficial for employers to create inclusive and diverse environments, making it easier to attract and retain top talent, especially given the ongoing skills shortages in some markets.

“Diversity, Equity, Inclusion, and Belonging (DEIB) should be a critical focus for businesses, rather than a ‘nice to have’ initiative when the economic climate allows for diversity investment. It was particularly concerning to see in a recent LinkedIn poll that only a quarter of respondents felt their organization was committed to DEIB, and less than half (49%) stated their employer was very committed.”