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Hilton – Named #1 Workplace for Diversity

Hilton has been recognized as the #1 best workplace for Diversity and Inclusion just one week after also being ranked the #1 best workplace for Parents by Great Places to Work. These extraordinary acknowledgements underscore the sense of family and belonging that are the foundation of an outstanding workplace culture.

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Hilton offers programs to help all Team Members – both hourly and salaried – thrive personally and professionally. Benefits supporting working parents include flexible working environments, parental leaveadoption assistance, GED support, and 10-day advanced scheduling that provides hotel Team Members the flexibility to plan their lives.

“At Hilton, we know how important it is to create a great place to work for all, so that our workforce can truly reflect and connect with the communities where we live and work,” said Christopher J. Nassetta, president & CEO of Hilton. “I hear inspiring stories every day about the experiences our Team Members have with us, and it’s clear by investing in our Hilton family, we are making the world a better place for our Team Members and guests.”

Programs that foster diversity and inclusion include Team Member Resource Groups, Regional Inclusion Groups, Leadership and Career Development Tools and supplier diversity programs that has allowed Hilton to cultivate relationships with more than 3,000 women-, minority-, Veteran-, and LGBTQ-owned businesses.

“We’re deeply committed to recruiting and retaining Team Members who represent many different backgrounds, cultures and perspectives,” said Matthew W. Schuyler, Chief Human Resources Officer, Hilton. “Our goal is to be the most hospitable company in the world and the most inclusive place to work. Empowering a diverse workforce is fundamental to our success.”

These recognitions demonstrate Hilton’s ongoing journey to create a great place to work for all. Recent distinctions include: #2 on the World’s Best Workplaces list, #14th Best Workplace for Women in the U.S. and a Best Workplace for Millennials in Italy (#6). Hilton has also been recognized as a “Great Place To Work” in 12 countries: Australia (#4) China (#6), Colombia (#12), India (#18), Italy (#2), Netherlands (#11), Peru (#3), Turkey (#2), United Arab Emirates (#7), United Kingdom (#6), Mexico (#4), Brazil (#17) and United States (#33).

About Hilton

Hilton (NYSE: HLT) is a leading global hospitality company with a portfolio of 15 world-class brands comprising more than 5,500 properties with nearly 895,000 rooms, in 109 countries and territories. Dedicated to fulfilling its mission to be the world’s most hospitable company, Hilton earned a spot on the 2018 world’s best workplaces list, and has welcomed more than 3 billion guests in its nearly 100 year history. Through the award-winning guest loyalty program, Hilton Honors, nearly 82 million members who book directly with Hilton have access to instant benefits, including digital check-in with room selection, Digital Key, and Connected Room. Visit newsroom.hilton.com for more information, and connect with Hilton on FacebookTwitterLinkedInInstagram, and YouTube.

Contacts

Alison Scott, Hilton
703.883.6638
[email protected]

Do you have a business new tip affecting the LGBTQ community?  Drop us a note to let us know.  

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Dow Highlights First Inclusion Report - Outstanding LGBT+ Employee Work CultureLGBT Employees Rate Employer Review Company Employee Branding OutBuro - Corporate Workplace Equality Gay Lesbian Queer Diversity Inclusion

Dow Highlights First Inclusion Report – Outstanding LGBT+ Employee Work Culture

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LGBT+ current and recent past employees, rate Dow as an employer.

Dow today released its first-ever annual Inclusion Report, titled SHINE, which puts a spotlight on the Company’s global INclusion 2020 strategy and progress in 2017.

Dow accelerated actions, deepened its commitment to strengthening inclusion and diversity (I&D) across the organization and implemented a fully integrated and holistic strategy. This included institutionalizing a new I&D governance structure that shares ownership among Dow’s leadership and drives accountability for creating a more inclusive work environment down and across the Company. Building an inclusive workplace for all will benefit employees, customers, suppliers, communities and the bottom line.

“Inclusion is essential to Dow’s future success and this report demonstrates our strong commitment to being transparent about our progress and holding ourselves accountable,” said Jim Fitterling, the chief executive officer of Dow. “Our goal is to build a culture where everyone is respected and valued and has an equal opportunity to develop, advance and be heard.”

“At Dow, we intentionally lead with inclusion because, without it, we cannot attract, retain or engage a talented and diverse workforce or reap the full human and financial benefits,” said Karen S. Carter, chief human resources officer, and chief inclusion officer of Dow. “There is little value in a diverse workforce if you do not have an inclusive culture that encourages and enables all people to make their fullest contribution.”

GLAD - Dow Chemical LGBT+ Employee Resource Group - OutBuro - Gay Professional Network LGBT Business News Information GLBT Friendly Employer Lesbian Queer Community JobDow has many Employee Resource Group to support and empower it’s employees.  GLAD is the chemical industry’s first LGBTQ+ employee resource group. It was formed more than 15 years ago, to improve equality for gay, lesbian, bisexual, transgender and heteroflexible in the workplace.  GLAD has 120 local chapters globally.

The SHINE Inclusion report focuses on three areas:

Illuminating the Path Forward: Dow appointed its first-ever chief inclusion officer, created a governance structure that drives accountability for I&D, and developed and implemented a global inclusion strategy that is an integral part of the business strategy. The Company intentionally leads with inclusion because, without an inclusive workplace, diversity is just a numbers game.

Championing Inclusion, Shining Brighter Together: Dow is helping its employees shine brighter through global I&D workshops and skills development programs for leaders and employees, and supporting several employee resource groups (ERGs). ERGs are fostering a culture of inclusion by functioning as catalysts that help drive culture change and advance business results. More than 10,000 employees globally were involved in at least one of Dow’s eight ERGs which included 186 chapters in 2017. The Company also launched two new ERGs in 2018 focused on new and mature employee groups.

Shining Light on Inclusion beyond Dow’s Borders: Dow’s work in inclusion is also focused on customers, suppliers and the larger community. The Company’s efforts include developing a more diverse supplier base, supporting public policy that contributes to a more inclusive workplace and building the skilled workforce of tomorrow that will meet customers’ needs.

To learn more about Dow’s INclusion 2020 Strategy and progress, view the full report, visit www.dow.com.

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Dow – GLAD LGBT+ Employee Resource Group Members Marching in Pride -[Image source – Facebook]

For more about DOW and it’s LGBT Employee environment check out the below:

More on OutBüro:

About Dow

Dow combines science and technology knowledge to develop premier materials science solutions that are essential to human progress. Dow has one of the strongest and broadest toolkits in the industry, with robust technology, asset integration, scale and competitive capabilities that enable it to address complex global issues. Dow’s market-driven, industry-leading portfolio of advanced materials, industrial intermediates, and plastics businesses deliver a broad range of differentiated technology-based products and solutions for customers in high-growth markets such as packaging, infrastructure, and consumer care. Dow is a subsidiary of DowDuPont (NYSE: DWDP), a holding company comprised of Dow and DuPont with the intent to form three strong, independent, publicly traded companies in agriculture, materials science and specialty sectors. More information can be found at www.dow.com.

Contacts

Allison Bushre
Dow Office of Inclusion
+1 (989) 633-5821
[email protected]

Guillaume Artois
Dow Media Relations
+1 (989) 633-4573
GArtois@dow.com

 


Have an LGBTQ related news tips focused on the professional side of life? Contact us to get the word out.

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37 LinkedIn Profile Tips for Queer Networkers and Job Seekers - LGBT Employees Rate Employer Review Company Employee Branding OutBuro - Corporate Workplace Equality Gay Lesbian Queer Diversity Inclusion

37 LinkedIn Profile Tips for Queer Networkers and Job Seekers

To discuss your LinkedIn profile as a gay, lesbian, bisexual, transgender and queer professional, we first must cover some basics because as an LGBTQ professional we have a bit of a challenge in comparison to heterosexuals which can make networking and hunting for your next career move a bit daunting.  Like 72% of LGBTQ professionals, you may have experienced discrimination and harassment on the job at your current or past employers. This can make you feel a bit of trepidation when hunting for a new job wondering, “should I stay and endure or should I go to a hopefully better more LGBTQ inclusive and welcoming work environment.”

All around the world, LGBTQ people still face legal discrimination including in nearly half the U.S. states that do not offer full protection for LGBTQ people on employment rights. You also have to consider how OUT you are comfortable with being on your resume and therefore also your LinkedIn profile. Studies have found that even being just perceived as LGBTQ can result in not being hired, not promoted and less pay compared to being perceived as heterosexual.  But change happens because we take a stand.

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Luckily, many companies have realized that being diversity open and welcoming toward LGBTQ employees by providing LGBTQ friendly and equal benefits and policies literally provide the company with huge benefits culturally and financially.  Corporations and organizations can be the bridge to equality even during turbulent waters of an unfriendly political administration. If applying for a new job at a Fortune 1000 level company be sure to check out the latest HRC Corporate Equality Index for a listing of companies and their LGBTQ employee friendly HRC score. But, companies of all sizes all over the world are waking up to this and providing LGBTQ friendly benefits and policies. Some large companies today even have a diversity and inclusion HR recruiter dedicated to recruiting great LGBTQ talent. Be sure to check out our article on job seeking as an LGBTQ employee for additional tips.

Whether you are currently actively looking for a new job or passively open to being contacted by recruiters with potential opportunities, in addition to LinkedIn consider joining the growing site of OutBüro and add your resume to the searchable database.  It is rapidly growing and adding new companies, diversity recruiters, information and features to better serve you and the global LGBTQ professional and entrepreneur community.

On OutBüro you can add your recent past and current employer of any size and any location in the world to the Company Rating area and provide a company review anonymously from your LGBTQ employee perspective.

Build your LinkedIn profile and network before you need it

Follow the guideline tips below to jump-start your gay professional networking and job search. When you’re not looking for a job, it can be all to easy to ignore your LinkedIn. In conversations, I’ve heard so many people say, “I’m not searching for a job right now so I never go onto LinkedIn.” MISTAKE. You don’t show up for a first date and before server asks for your drink order ask your date to marry you and move in – right? I hope not else your dating life is dismal. Professional networking is the same. You need to build the relationships and nurture them. That starts with having a fabulous profile.

Here, I’ve pulled together what you need to know about making your LinkedIn profile sparkle and dazzle.

LinkedIn profile tips for the queer professional

1. Don’t be stale

Before moving on to creating your awesome LinkedIn profile, take a day or so to review and update your resume.

2. Be verbally creative

The most overused buzzwords on resumes and profiles are responsible, creative, effective, analytical, strategic, patient, expert, organizational, driven, and innovative. Drop all the overly used common words and make your resume and profile stand out with fabulous action verbs that make you look like a superhero in your field.  Also, consider using a grammar app like Grammarly.com. I love that tool.

3. Resistance is futile

Keep in mind that today large companies use artificial intelligence to search their database and the internet for resumes with key terms in complex formats. So you need to cover the skills simply, directly and in plain language.

4. Get past the first rung

Remembering that often the first actual person who sees your resume or assessing your LinkedIn profile will likely be a junior recruiter who likely has zero knowledge of the industry and your skills. They are looking to see if your resume has all boxes checked before moving it along to the next review step.  Many junior recruiters are fresh out of college.  Keep it simple and clear while still being complete.

5. Job Duties – ditch ‘em

As you review and update your resume be sure to say bye-bye Felicia to job duties on your resume.  Showcase your achievements to demonstrate that you’re a high performer.  This will translate to your LinkedIn Profile too where it will catch the attention of recruiters.

6. Snap that pic

Like a good queer in the digital age, you know your profile picture will be the first thing that grabs attention on a site or app.  LinkedIn is really no different – except it’s professional only. If starting a new LinkedIn profile. It can be casual and even goofy but keep it corporate office friendly. If you are not a professional fitness coach, keep the shirt on. I love a hot torso shot like the next gay guy, but LinkedIn is not the place for that unless it directly relates to your work.

Have a little fun trying different shirts, poses, backgrounds and more. Just give a smile, be sure it’s clear, friendly and appropriate for your industry and level in your career. Even if you have to wear a suit and tie it can still be professional yet show some personality.

7. Don’t be a mystery

Complete your profile to it’s fullest. The more content the better chances a recruiter will come across it in their searches. Touch and add to every section of the profile, from title, summery, employment history, skills, get endorsements and so forth. LinkedIn actually automatically suggests profiles areas you have not completed. Take note and complete them if appropriate. Think of it this way, have you ever been on a “dating” app and you see a great profile pic then click through and there’s absolutely no profile info? Makes ya wonder. Don’t expect recruiters to think you’re so hot in your photo that they send you a message saying, “Hey, what’s up? What skills do you have and are you available now?” They won’t. They’ll just ignore you and move on.

8. Custom URL – no it’s not vanity

Having a custom URL makes sharing it so much easier. But don’t get cute with stuff like “AwesomeGuy” or “AmazingProgramer”. Keep it simple and professional. The best is www.linkedin.com/in/yourname See instructions from LinkedIn here

9. Make your profile headline awesome

Your job title and company really shouldn’t be your profile headline. Think of this as your self-marketing tagline. Check out our list of fabulous action verbs to be on message while conveying action. What is it about you that sets you apart? Maybe highlight very briefly your biggest kick-butt thing you accomplished in your last role. Look at other profiles in your industry. Do you see a common theme? If so, don’t be a sheep following the masses. Make your’s stand out as unique showcasing your value proposition.  This headline will be constantly visible as you participate in groups, like and share content as well as visible in recruiter search results and when potential contacts are making a quick decision to invite you to connect or accept your invitation to connect.

10 Craft it based on job descriptions

Review several job descriptions from companies you are targeting. Notice keywords and phrases that appear often in some or all and ensure those same words are scattered throughout your profile and summary. Not as duties as mentioned earlier, but within your accomplishments. You can bet that recruiters are using those same keywords when searching for their next candidate.

11. Leverage the summary space

Your profile summary should be just a short overview of your top skills and qualification and maybe include a list of the top few industries you’ve worked in that is also your target ideal job. Keep it short. Usually 3-4 few sentence paragraphs is idea and if you can work in a short bulleted list. This is meant to give the viewer enough information to want to know more.

12. Numbers are good

Include quantifiable numbers in your resume and LinkedIn profile. It can convey your value and credibility. For example, “Founded, built and moderate LinkedIn’s largest LGBT professional networking group with currently 45,000 global members” or “Reduce IT software annual maintenance agreements by 28% within 6 months in Fortune 1000 level financial service firm”.

13. Show personality

Your LinkedIn profile summary is your chance to shine and stand out. Be professional yet write in with a little personality too like you are having a conversation. It’s a brief opportunity for the viewer to get to know you and tell if you might be a good fit for their work culture.

14. Don’t be a queen

England’s queen can get away with talking in 3rd person. No one is going to believe someone else other than yourself completed your profile. So use language as if you are directly speaking to someone, not like it’s a Forbes article a journalist wrote about you. So when appropriate use “I am passionate ____”. This is one area where your resume and LinkedIn profile differs.

15. Be current

Sure you have to list all the relative jobs with the amazing experience you’ve had in the past, but what if you are currently unemployed or reentering the job market? On your LinkedIn profile, you need to enter something with a “current” date. Why? Most recruiters almost always use your current title and description in their searches. They then look beyond that if it captures their attention. If needed create a dummy job listing and use this to list all related experience you have marketing toward your ideal job. Use the job title for that and if not currently employed consider adding “Seeking” as the company.

16. Contact info

Be sure you add at minimum your email address and phone number to your profile. Also add any other social media accounts you are comfortable with being found by and looked at.

17. Add a website

If you currently do not have a portfolio or about me website, strongly consider creating one. It can complement your resume and LinkedIn profile. If you aren’t technical there are many platforms available to get it up easily such as Wix and others. Also for under $10 you can obtain a URL from sites like Domain.com. On this personal branding website showcase all the work and projects that make you stand out. It’s a great way to move beyond the confines of a resume or LinkedIn profile to communicate your talents and value while presenting a little personality and flair. Naturally, for entrepreneurs, it will be your company website. When completed add the website to your LinkedIn profile.

18. Jazz up your summary with multimedia

On your summary, you are able to addWord documents, Excel files, PowerPoint presentations, pictures, screenshots, video, pdf’s and other electronic files. Maybe add your full resume do it’s accessible for recruiters to download. Perhaps it’s company brochures or branding images. You may want to consider hosting these files on Google Drive.

19. Add certifications

Adding certifications to your profile is a great way to showcase your knowledge and achievements.You may consider adding the text in your summary or job experience. However, adding the actual certification section, via Achievements to your profile will allow recruiters who are looking for a candidate with a certain certification to find you who leverage the specific fields meant for that content.

20. Add projects

You can leverage the projects feature to further build your profile allowing a greater range of skills, talents, and accomplishments to be featured making all the content search-able to find you.

21. Add volunteer experience

Have you gained some great experience volunteering? Add it to your profile in the Volunteer Experience section of your profile. Maybe you didn’t gain work-related skills serving food to disabled veterans or cleaning kennels at your local animal shelter, but adding it to your profile demonstrates that you are a well-rounded person who is involved in your community. It could make you stand out as just the right candidate.

22. Add languages

Do you speak French, German or Mandarin? Adding the languages you speak can be a great way to differentiate yourself on your resume and LinkedIn profile.

23. Get LinkedIn endorsements regularly

When you hear, “you did an amazing job”, ask the person to provide you an endorsement on LinkedIn. Don’t be bashful about specifying what you would like them to say. You might even consider drafting the endorsement based on what they said, naturally suggesting they edit it as they see fit before posting. In that provide a link to your LinkedIn profile. Both these actions will make it super easy increasing the odds that they will follow through with doing it.

24. Delete/hide a recommendation

It’s great that someone had the thought and took the time to provide you an endorsement, but every now and then you might receive one that is not aligned with the direction of your career. It could be in your best interest to delete/hide it from your profile.

25. Keep it clean

With all the options you have to add content to your profile on LinkedIn, I’ll also say, “Don’t feel you have to fill in every single thing.” Just because you can, does not mean you must or should. Keep your profile clean and as minimal as possible while conveying your professional experience and direction. I for example with my new direction in life removed absolutely all of my past technology project management entries. Why? Because it’s not where I’m going. If you worked at McDonald’s 8 years ago and it’s not relevant to where you are now and where you are going – don’t add it or remove it now.

Also, be brief with just enough nuggets of information to make your profile show up in the searches and WOW the recruiter or prospective client. The profile is not an essay. If you want to add more content check out the below tip of adding articles.

Profile all Set – get social

26. Update Your Status

LinkedIn is not the place to post what you ate for lunch. Keep yourself visible in the activity stream by updating your status. Just keep it professional and ideally focused on your industry. Share industry articles, news and company updates.

27. Be social

As you see content from others, like, share and make thoughtful comments on what others post.

28. Follow topics & use hashtags

LinkedIn recently implemented hashtags which now provides you the opportunity to follow them as topics as well as put them in your status updates/postings and comments to push your stuff into those same topics for others to discover beyond those you are connected directly to.

29. Follow companies and people’s

If you are just starting out on LinkedIn your news activity stream will be a ghost town. You need to jump into liking and commenting thoughtfully on what others post. This will be visible in your activity and can boost your exposure. So, judiciously follow industry leaders and companies that you are interested in. You can follow people that you are not directly connected to. From their profile choose the more  “…” and then select “follow”. Visit company pages and select the “follow company” button. If you go a little gangbusters at first you can always unfollow them in the future. They won’t get notified if you unfollow – so no feelings hurt.

30. Write article content

Anyone can publish an article on LinkedIn.If you already have a blog it’s a great way to repost your content, building your personal brand and increasing the content associated with your profile thus improving your visibility in searches. Be sure to explore all the LinkedIn Article features. For examples check out articles I’ve posted via my own profile. Use hashtags in your article to increase its exposure. Ideally, you’ll add a featured image and call to action images in your article (search the internet for “free images” – never just download something you see on another website – not cool).  Cover the topic and show a little personality while remaining professional.

31. Be a groovy groupie

LinkedIn Groups can be an indispensable resource. Just like your general site activity, the more active you are in a group the more exposure you will have and build a branded reputation as a thought leader, a nice person and an interesting conversationalist. There are thousands of groups on LinkedIn. Choose wisely. Search for your industry and topics of interest, such as OutBüro on LinkedIn which is the oldest, largest, most active and moderated LGBTQ professional networking group with, as of this writing, 45,000 global members.

Via your group settings, you can control the communications from the group as well as hide a group from your public profile. You may also directly message any other group member so that increases your reach on LinkedIn. You may find another group member works for a target company you seek to work at or do business with and have the group as a conversation opener. Keep your group posting and commenting activity focused on the group topic.

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32. Connect with others

You may have come across other articles about LinkedIn that say to only invite people to directly connect with you that you actually know. Okay, that is the premise of LinkedIn. But would you attend a local in-person business networking event only to grab a few snacks, maybe have a beer and talk with ONLY the people you already know? If so, you just should have invited those friends over for a BBQ in your backyard. What was your point of attending the networking event if not to meet NEW people? Right?

LinkedIn should be no different. It is about expanding your reach and exposure.

I’ll admit, I’m a prolific connector. It has paid off and will continue to bring new opportunities in many ways.

If you are new to LinkedIn, I won’t put a number on how many connections you should have. But think of this. If seeking a new job or reaching out to new client potentials and your LinkedIn profile as next to no other connections, what will a recruiter or prospect think?

  • This person has been living under a rock.
  • This person obviously has no value to bring me since others don’t find value in connecting with them.
  • This person scared of social media and maybe technology as a whole.
  • This person is not dynamic enough.
  • This person will not fit into our work culture.

Do not be that person. You are welcome to invite me to connect to get your connecting on a strong path. I’ve been on LinkedIn for 17 years – way before it was much – and have over 24,000 1st degree connections which will then be your 2nd-degree connections. My connections span the globe and industries.

33. Search privately

Via your LinkedIn privacy settings, you can choose the way your profile appears when you are checking out other profiles. You may not want every person to know you visited their profile. Not a problem. Set your privacy settings and jump in with no trails left behind.

34. Job hunting secretly

If you are seeking a new job yet currently employed, you may not want the current employer to be aware you are looking for greener pastures. No worries, in your LinkedIn privacy settings set your “Job seeking preference.”

35. Send a message

When you are asking to connect with someone on LinkedIn, don’t just click “connect”. You receive a much better acceptance rate if you choose the “send a message” feature. Take moment and check out their profile to see where you have commonalities and personalize the very short message. It might read, “Hi Bob, I see you’re the director of the Dallas LGBT center. My work focuses on providing information and resources to LGBQ professionals and entrepreneurs. I’d love to connect on here.”

36. Engage, ask and thank

After someone accepts your connection or you accept theirs, reach back out with a short “Appreciate the connection” message. If you think there’s a good reason to, ask for a short introduction phone call. Do NOT just start spamming the person with over received “offers” to improve their website and SEO. I get those several times a week. I just hit delete and then assess if I really want that person in my network

37. It’s not a dating site

Could there be a chance of meeting someone via LinkedIn for dating? Maybe. I’m guilty of receiving a connection request, checking out the profile and thinking, “Holy crap, he’s hot as f*(k !!” But that’s not the intent of the site. And personally, if not local, what’s the point of that train of thought? I’ve read about a woman using it as a dating site. Normally, most frown upon that approach on LinkedIn.


Do you have tips on what’s been successful for you in your use of LinkedIn? Use the comments below to share your ideas, tips, and tricks for us all to grow together.

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4 LGBTQ Workplace Equality Issues and Steps to Inclusion - LGBT Employees Rate Employer Review Company Employee Branding OutBuro - Corporate Gay Lesbian Queer Diversity

4 LGBTQ Workplace Equality Issues and Steps to Inclusion

Today still over half the U.S. states lack full legal protection for LGBTQ people. Regardless of politics or laws in the state you do business, companies large and small can take positive action to protect their LGBTQ employees by celebrating diversity, inclusion and creating a welcoming work environment. Studies have shown that companies that support and promote an LGBTQ inclusive work-culture thrive and their bottom line benefits. With 72% of LGBT people experience mental health issues due to their work environment your actions can make a huge difference in your employee’s lives. We hope to be a spark for your company to embrace inclusion and diversity for your current and future LGBTQ employees while reducing your risk exposure. Did you know that a recent study found that 29% of American’s under 30 years old consider themselves hetero-flexible? Having LGBTQ friendly policies and work culture has far-reaching impact on your entire talent base. Be sure to scroll to the bottom of this article for 12 more steps to demonstrate your LGBTQ inclusive work culture.

Below is a list of the 4 common LGBTQ workplace equality issues along with thoughts on how to solve them:

#1 – Health Insurance Does Not Cover Domestic or Same-Sex Partners

Having basic healthcare is the foundation of benefits all employees seek. A significant portion of American heterosexual employees who have access to health insurance through their employers also have access to opposite-sex spousal/common-law spouse coverage – but for same-sex couples, coverage has historically been limited, according to the Kaiser Family Foundation. This has been a struggle for the LGBTQ community. Two Supreme Court rulings (United States v Windsor in 2013 and Obergefell v Hodges in 2015) changed the legal landscape for same-sex couples and opened doors for greater access to health insurance through the workplace.

Improvement Step: Review your current health insurance plan to see if it allows enrollment for same-sex married and/or non-married domestic partners. Most major health insurance providers today in the US, Canada, Europe and other countries offer domestic partner coverage. If not, seek a plan that does. This will give all of your employees and their families equal access to health care. For equal treatment, you may consider allowing heterosexual domestic partners the same equal benefits as well. The Human Rights Campaign (HRC) encourages employers to treat all beneficiaries equally when requesting documentation. If an employer requires documentation for partner benefits, they should request the same level of documentation for spousal benefits,” states HRC. Annotate your LGBTQ friendly company policies on OutBüro to attract quality candidates.

# 2 – Leave Policy Does Not Cover All Employees Equally

In the U.S. there’s a huge trend of fathers caring for children including being the primary care provider and spending more quality time with their children than in decades past This number will only increase given the rise in adoption and other family building methods among LGBTQ community. Studies have shown that men regardless of sexual orientation who take family leave to care for their children can have negative impact on their careers. As a number of gay men add children to their family this can negative macho work culture can be a double hit of being discriminate against for being gay and then further for taking family leave to care for their child. We need to adapt our thought and appreciate the growing trend of fathers wanting to be more involved in raising their children. Unfortunately, many leave policies do not account for this trend – leaving same-sex partners at a loss when it comes to taking time off to care for their children.

Improvement Step: If you offer a family and/or medical leave policy at your company, make sure you are including same-sex partners, adopted children, and foster children in your definition of family members. Enhance your diversity training to embrace and even celebrate the kinder nurturing side of men backed by the studies.

#3 – Discrimination and Harassment Based on Sexual Orientation or Gender Identity

Discrimination and harassment happens in different ways. It can be verbal or written through direct statements, emails or jokes. It can be physical or the threat of physical violence. It can be unwanted sexual advances and/or threats related to sex. It can also be hidden within a decision – like not being considered for a promotion based on the decision maker’s learned prejudices and biases. Studies have found hiring and promoting LGBT employees to management is great for business.

In fact, some 21 percent of LGBT employees report being discriminated against with hiring, promotions, and pay, according to a survey conducted by UCLA’s Williams Institute and that further collaborated in a study by the University of Surrey. Studies show men get penalized for not holding to perceived masculine norms in the office regardless of sexual orientation.

Improvement Step: Consider having all hiring and promotion actions committee based to reduce the prejudices and biases of a single person impacting the company culture negatively. Develop a strong, all-inclusive anti-harassment policy that prevents employees and managers from discriminating against and/or harassing new hires and their co-workers.

If you hear any hate speech or see hurtful actions, or if reported something, make sure you take it seriously, investigate and take corrective action. Ensure your policies are communicated clearly and often.

#4 – Employees Don’t Report Acts of Discrimination or Harassment

Even though your company has a strong LGBTQ supportive anti-harassment policy in place, discrimination and harassment still happen. Some employees may still suffer in silence because they don’t feel comfortable speaking up and reporting it due to a feeling their job may be in jeopardy if they do. This causes the employee to feel unwelcomed in their place of work.

Improvement Steps: Be proactive through having the policies, education, and communicate it often and widely. Create an inclusive “speak-up” culture to so that your employees are comfortable standing up for themselves and report incidents affecting themselves or what they see or hear happening to a co-worker. Claim or add your company listing on OutBüro and invite your employees to rate your company.

The HRC Corporate Equality Index

The Corporate Equality Index (CEI) is an annual measure of how equitably large businesses in the United States treat their lesbian, gay, bisexual, transgender and queer employees, consumers, and investors. In 2018 they reported on 947 businesses. 609 Of those achieved a 100% score.

No matter your company size or location your company can be listed on OutBüro where you may indicate the LGBTQ supportive policies that are in place. Being present and active on OutBüro also supports gaining and maintaining a 100% score on the HRC Corporate Equality Index.

How to Demonstrate your LGBT-Inclusive Work Culture Regardless of Size or Location

In addition to the items noted above, making LGBTQ employees feel welcome in the workplace takes more than just one act. It needs to be ingrained in the culture.

For starters, however, here are a few things you can do to jump-start inclusion activities:

  1. Openly recruit LGBTQ candidates via LGBTQ focused job portals such as OutBüro.

  2. Start an LGBT Employee Resource Group.

  3. Offer LGBTQ-specific diversity training to your employees.

  4. Participate in local LGBTQ PRIDE events – gather employees who are interested in attending these events and go as a group!

  5. Reach out to LGBT professional associations to form a relationship to be visible for your current employees and cultivate new employee talent candidates.

  6. Donate to local LGBTQ non-profits to support your community.

  7. Contact an independent diversity and inclusion consultant who specializes in the LGBT community to assist as you assess your current environment and move to make improvements.
  8. Leverage that consultant or contact OutBüro to explore conducting an anonymous online survey of your employees before they start rating your company/organization publicly on OutBüro as an employer from their LGBT employee perspective

  9. Take your health care benefits a step further and offer a plan that covers and supports your transgender employees. Be sure to indicate this and all your LGBTQ supportive benefits and policies on OutBüro.

  10. Require all vendors and contractors you do business with to also have LGBTQ supportive policies.

  11. Be sure your employees are aware of all that you do by talking about it regularly.

  12. Get involved on OutBüro to attract quality candidates and ensure your current employees see your presence and activity. This further supports your HRC Corporate Equality Index rating if you now or plan to participate in that.

Check out the articles below:

 


Send us your news tip regarding LGBT employees. Are you aware of an LGBT owned business or community non-profit we should inform our readers about?  Contact us with an LGBT owned business lead or news tip.

 

LGBTQ Employees Still Face Legal Discrimination - OutBuro Employer Reviews Rating Gay Professional Network Lesbian Business Networking GLBT Company Queer Bisexual Transgender

LGBTQ Employees Still Face Legal Discrimination

Lesbian, gay, bisexual, transgender and queer (LGBTQ) people less likely to be hired, paid less, and not promoted. Political leaders change, and with that change, the federal, state and local government profess can be great or take steps backward. So it’s up to the corporate world to provide the protections and advances for their employees. When companies focus on Diversity and Inclusion it benefits the company, the shareholders and the employees.

Join Now - OutBuro LGBT Employer Reviews Rating Gay Professional Network Lesbian Business Networking Diversity Recruiting Jobs Company Queer Bisexual TransgenderAmerican everyday people attitudes have changed considerably in the last decade. The more comfortable LGBT people are coming out and being visible within the family, in their neighborhoods/communities and at work, the more others see them and get to know them. This removes the fear of “other” and “not like me”. I’ve had a saying for several years that is, “visibility leads to awareness and awareness leads to equality. In 2017, 63% of Americans said gays, lesbians, bisexuals, transgenders, and queers should be accepted by society according to a Pew Research Center survey. In 2006 only a razor-thin 51% of Americans stated they agreed with that statement. This change in attitudes by every day Americans may be the reason for the changes in corporate diversity and inclusion work culture. As of now, right about 89% of Fortune 500 companies have implemented company LGBTQ friendly and supportive policies prohibiting discrimination based on sexual orientation studies conducted by the Human Rights Campaign. However, even with these changing beliefs and attitudes, the local, state, federal laws have not yet caught up with the changing tide.

There is currently no nation-wide law to protect gender and sexual minorities from employment discrimination in the private sector or under most states employment laws. In the majority of the US states, being fired due to sexual orientation or gender orientation is a huge risk and reality. In Arkansas, the state government went as far as passing a law to prevent local governments from passing separate laws to prohibit employment discrimination based on sexual orientation and gender orientation.

Twenty-eight states have laws prohibiting employment discrimination based on sexual orientation for public employees according to Lambda Legal. Some argue that providing protections for LGBTQ people in at work violates the religious freedom of the business owner or other employees. Some companies/organizations prohibit discrimination against LGBTQ workers if they work for the state but have no law extending to private sector employers.

In a past article titled “LGBT Workers in over half of the United States lack full protection”, we compared the legal protection each state offers against discrimination based on sexual orientation and gender orientation. Check out this article for a graphic of the United States coverage of LGBT state-level protections.

What Can Companies Do to Improve Work Culture for LGBT Employees?

Check out the articles below:

OutBuro - LGBT Employer Company Reviews Ratings Directory GBLT Professionals Networking Gay Owned Lesbian Transgender Bisexual Community Job Portal Board Postings Entrepreneurs Career Seeker Workplace Culture

JPMorgan Chase Co - LGBT Employees Rate Employer Review Company Employee Branding OutBuro - Corporate Workplace Equality Gay Lesbian Queer Diversity Inclusion

LGBT Employees Rate JPMorgan Chase as an Employer

Coming out is hard. Coming out at work is another level for many. Having an employer that is LGBT+ supportive goes a long way to support the individual and the community by creating visibility and awareness. Join us and rate your employer anonymously from your LGBT perspective at www.OutBuro.com.

Any employer. Any size. Anywhere in the world.

LGBT Friendly policies are wonderful and appreciated.  They, however, do not 100% guarantee an LGBT+ work-life experience of unicorns and rainbows.  If sexual harassment policies that have been in place in the US since the late 1970’s and weekly news of high profile cases are evidence.  It’s clear that policies alone are not enough.  Additionally, self-reporting by management is not enough.   All things to be and maintain greatness needs a level of checks and balances.  Management needs to hear what they are doing great as well as what needs attention.  We allow this while maintaining your anonymity.  Just keep it professional with facts.  (See below: Is OutBüro a site for disgruntled LGBT current and past employees to just rant and vent?)

Click the JP Morgan Chase logo to be taken to their company rating listing.  Just log in or create a free account.  Be sure to review the Company Rating Guidelines as well as the articles below for a good overview.


Do you work for another company and would like to review them?  AWESOME.

Navigate to the OutBüro Companies and Reviews page.  Search for your recent past and current employers.  If not present just add them using the Employee option for free.  Then when it’s approved search for the company and then ADD A REVIEW.  Simple as that.  Remember this portion of the site maintains your anonymity.  Just don’t provide too much detail in your review that the employer can easily identify you if you believe it will be an issue.

 

https://www.outburo.com/be-a-superhero-your-voice-has-the-power-to-create-change/

Company Reviews – Good for Companies and Their LGBTQ Employees

Is OutBüro a site for disgruntled LGBT current and past employees to just rant and vent?

 

#lgbtrights #gayissues #pride #LGBT #Diversity #DiversityandInclusion #gay #lesbian #recruiting #recruitmenttools #recruitmentadvertising #employability #fortune500 #jobsearch #jobsatisfaction #jobseeking #hrpolicies #sexualityeducation #nondiscriminationtesting #equality #equities #equalopportunities #equalityanddiversity #humanresources #humanrights

OutBuro - Study finds LGBT people less likely to be hired paid less and not promoted - LGBT Employer Company Reviews Directory GLBT Gay Lesbian Bisexual Transgender Networking Community Job Portal Board

Study finds LGBT people less likely to be hired, paid less, and not promoted

A study recently published in the “Archives of Sexual Behaviour” conducted researchers at the University Surrey in the UK introduced voice samples and images with backgrounds removed of homosexual (gay, lesbian, bisexual, transgender and queer) alongside the heterosexual persons, to a panel of heterosexual men and women. Participants weren’t informed of the subjects sexual orientation but permitted to openly guess their sexual orientation purely on the voice and photo of their face. The premise of the study was the heterosexual participants were recruiters and hiring managers and was instructed to evaluate the employability of the candidates. The participants were asked to respond to 5 statements on a scale of 1-5 as well as to provide their view of the perceived monthly wages they believed would be fair for the candidate.

They found that when participants perceived subjects to be homosexual (LGBT) – real or not, the believed them to be inadequate as leaders.

For male study candidates, voice and speech rather than physical looks influenced heavily on if they have been deemed appropriate for the job. Researchers discovered that projecting a “heterosexual-sounding” instead of the “gay-sounding” voice generated the belief that the study candidate normally displays masculine traits, which subsequently improved their perceived suitability for the job and the justification for a higher wage and advancement. The study discovered that heterosexuals believed gay men ought to be paid less than their heterosexual counterparts.

Perceived lesbian applicants were correlated with a deficiency of femininity and deemed as gender non-conforming. They received significantly less favorable evaluation compared to heterosexual perceived counterparts.

Dr. Fabio Fasoli explained: “These results reveal that the mere sound of a voice is enough to trigger stereotyping denying gay-sounding along with lesbian-sounding speakers that the benefit which is deemed typical of the gender.”

This study is demonstrating that despite all of the work to reduce workplace discrimination against the perceived and real LGBT workers and professionals, heterosexual individuals subconsciously typecast a person before getting to know them and make decisions to discriminate against them. This study highlights the real struggles at work and their career prospects. Heterosexuals can say that they pay their staff based on their qualifications, however, the basis of the employee/s value is being directly influenced by learned prejudices and stereotypes perpetuating inequality and oppression.

In another study participants were requested to listen to only the voices of two distinct speakers of one neutral content sentence and then asked to assess the speakers’ probable character traits and individual interests (i.e. sports, arts, areas of study and career). The traits and interests were manipulated in order to uncover stereotyping regarded as “generally manly” (e.g., soccer) and “typically feminine” (e.g., dancing). Additionally, participants were asked which of those speakers they’d select as a friend. The study was done in two parts. The first studying males and the second females.

Researchers found that participants attributed womanly traits into the perceived gay males compared to perceived heterosexual male speakers. Perceived lesbian speakers were far much more likely to be associated with manly traits than with feminine traits.

When asked which of these speakers’ participants would select as an acquaintance/friend, researchers discovered that male participants were far more likely to steer clear of gay-sounding speakers. This indicates the subtle yet real effect of how purely the voice and speech patterns contributes to social exclusion of homosexual people both in the workplace and in general society.

Dr. Fasoli added: “This study demonstrates that unacceptable levels of discrimination, be they subconscious or conscious, still exists in our society, and we need to do more to tackle the discrimination faced by the LGBT community.”

More information: Fabio Fasoli et al, Gay- and Lesbian-Sounding Auditory Cues Elicit Stereotyping and Discrimination, Archives of Sexual Behavior (2017). DOI: 10.1007/s10508-017-0962-0

Journal reference: Archives of Sexual Behavior – Springer Science+Business Media –
http://www.springer.com/public+health/journal/10508

University of Surrey – http://www.surrey.ac.uk/

OutBuro - LGBT Employer Company Reviews Ratings Directory GBLT Professionals Networking Gay Owned Lesbian Transgender Bisexual Community Job Portal Board Postings Entrepreneurs Career Seeker Workplace Culture

OutBuro - 60 Awesome Resume-CV Tips for the Queer Professional - LGBT Employer Company Reviews Directory GLBT Gay Lesbian Bisexual Transgender Networking Community Job Portal Board

60 Awesome Resume-CV Tips for the Queer Professional

Whenever you haven’t upgraded your resume in a little while, it can be tough to know where to get started. You must consider the key accomplishments and experiences to include based on the career move you have got your eye on. Further, you must be aware of the new resume principles and trends you should be adjusting it to as well as considering if it should be 1 or 2 pages.

As a gay, lesbian, bisexual, transgender, or queer professional, you have additional considerations that others do not. If you have worked or volunteered for LGBT organizations you must decide if and how they’ll be represented on your resume when applying to non-LGBT focused companies/organizations. See our related article titled “Are You OUT as an LGBT Professional on Your Resume?

Revamping Your Resume/CV Can be Daunting. To help you on your new job search, we have compiled all of the information you need into one spot to jump-start your efforts. You’ll be on the right track to craft a winning resume to land a new job. When your resume is ready to send to recruiters, check out our article titled “Job Seeking as an LGBT Employee” for tips and advice.

Getting Started

Creating or updating a resume is not a fun task but very necessary.

1. Do a little profile snooping

Search LinkedIn, OutBüro and other sites for profiles of people with similar job/career titles. Check out what they list and how they say it to spark some ideas for yourself. If you can find persons who work in the company you are targeting that’s awesome but be very careful not to mimic their information. Bad idea. It’s a source of ideas, not a copy and paste job.

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2. Get other people’s perspective

If close to someone from work invite them over or out and ask their opinions. Be sure to write it, or pull out your phone and video the dialog. Maybe pretend you are a reporter and asking questions for a feature story. Lead them to detail how fabulous you are and why. You might gain some golden nuggets.

3. Lock up the liqueur

When it’s time to organize your thoughts – put the cocktail down. Well, maybe one or two, while working on your resume is OK. I’m guilty myself. But keep your head clear.

4. Do not prematurely press send

Most definitely do not send a freshly updated resume out right away – especially if completed under the influence. Wait and fully review it the next day. A fresh and refreshed review is a great idea. If you can, have another person with a sharp eye for detail review it as well.

5. Research the companies/organizations

Do your homework on organizations to size up how LGBT friendly they are. To learn more how to go about doing this check out our article titled “Job Seeking as an LGBT Employee”. Check out OutBüro – LGBTQ Employer Reviews/Ratings. Please add a review of your current and past employers up to 5 years for other LGBT people to learn about those organizations from your LGBT employee experience and views.

You Are Amazing – Now How to Convey That

6. Typically an objective statement is not necessary

The sole occasion when an objective section makes sense is if you are creating a massive career change and will need to spell out from the get-go your expertise does not match up with the place you are applying to. In each other instance consider if a summary statement will be right for you–or simply nix it entirely to conserve space and concentrate on making the remainder of your resume amazing.

7. Keep it focused

Your resume shouldn’t have every job experience you ever had recorded on it. Think about your resume not as a thorough collection of your career background, but as a marketing document promoting you as the ideal person for the job. For every resume you send out, you’re going to want to highlight just the achievements and skills which are most applicable to the job you are applying for – even if this means that you don’t detail all your expertise.  Yes, this is quite a bit of work but it will increase your chances of landing that job versus mass sending a generic resume. Check out our article titled “Say “Bye Bye Felicia” to Duties on Your Resume “.

8. Maintain a master list of jobs with accomplishments

As you will want to be swapping data in and out of your resume based on the job that you’re applying to, maintain a resume master document where you retain any info you have ever included on a resume: older jobs, bullet points tailored for various software, particular projects that just occasionally make sense to add. Then, once you’re crafting every update and job specific resume, it is then only a matter of cutting and pasting relevant information, review, save and send.

9. Put all your best stuff “above the fold”

Keep all your glorious shining examples, “above the fold”.  Above the fold describes everything you see in front of a folded newspaper (or, in the electronic era, until you have to scroll), but essentially it’s your initial impression of a record. On a resume talk, it means you ought to be certain your finest achievements are visible on the upper third of your resume. This top part is exactly what the hiring manager will see first–and what’s going to function as a hook for somebody to continue reading. So concentrate on placing your best, most applicable experiences first.

10. Most recent first and work to oldest

There are tons of unique ways to arrange the info in your resume, however the inverse chronological (your most recent experience is listed first) remains your very best choice. Unless it is absolutely necessary for your situation.

11. Short and sweet

Going beyond a single page is a hotly debated subject, however, the main point is that – you want the content on your resume to be succinct.  Adhering it to a single page is a fantastic way to force yourself to achieve this. If you really have significant expertise, achievements, training, and credentials to showcase that expands beyond 1 page of your resume, then proceed with caution.

12. Flaunt it online

If you can not work out how to tell your entire story on a single page or wish to have the ability to incorporate some visual examples of your job? Rather than attempting to cram everything onto your resume consider a dedicated web page for your career.  Purchasing a domain name is fairly cheap and if you are not savvy in HTML or WordPress there are many sites for the novice such as Squarespace and Wix

Formatting

13. KISS – Keep it simple silly

We are going to discuss becoming creative to be able to stick out in a moment. However, the most elementary principle of great resume formatting and layout. Keep it easy to skim and read. Make your resume easy by employing supervisors’ eyes using a font size between 10 and 12 and leaving a healthy amount of white space to the page and web page. It is possible to use another font or typeface on your title, your resume headers, as well as the company names, but keep it simple and keep it consistent. This is not the time to make your resume look like a unicorn pooped a rainbow all over it. I like to use black for text and ONE other color for things like job titles. Your primary focus here needs to be to readability for the diversity recruiter, general recruiter, and hiring manager.

14. Carefully stand out

You need your resume stand out of the ocean of boring. Leverage your creativity no matter the job type to stand out without going wacky. On your resume website, potentially include infographics, videos, and images related to your achievements and abilities. On the paper version consider minimal yet creative graphics or icons that may set you apart. It demonstrates that you’ve put above average thought into your presentation and likely will do the same on the job. Save the file as a PDF so that when you upload it, all the work will show. Naturally, when completing online resume/applications such as on the OutBüro Job Portal Resume, keep it clean and simple. In all cases, keep your profession and target companies in mind. If you are applying to some more conventional company versus as creative company, do not get too crazy, but also don’t hesitate to bring some elegant design components or a little color to make it pop. A little time and creativity can show you have imagination and style.

15. Your contact info should be prominent

You do not have to add your home street address in your resume, but you have to be certain that you include a contact number and personal email address – don’t use the email address at your current employer. Seem like a DUH!, but had to be state it. In addition to some other areas the hiring manager could locate you on the internet, such as your OutBüro, LinkedIn, Twitter and pertinent social media profiles.

16. Social media

This is not formatting but since I just suggested to put your social media profile links on your resume I have to right here state that you only want to list professional social media accounts. Obviously you won’t add that Grindr account you know you have, but even major social media sites often have not so professional content on them. It’s ok to have links to LGBT related stuff – helping LGBT Youth, Charity Events, etc, so long as the marketing and posted event images can be viewed in a Fortune 500 level office cubicle land environment. If there are posting you made or tagged by friends in photos of circuit party boys, naked drum circles, fetish gear, and you in your underwear (or none at all)… yeah… remove them.

On Facebook, you can edit your profile setting to be only visible to “Friends” for example if you cherish having the slightly racy images of hunks or hot babes on your feed. But LinkedIn, OutBüro and Twitter best be 100% professional office worthy. Go ahead and Google yourself and for why not search on Bing and Yahoo too. What you find is what the recruiter will find. AND THEY LOOK.

Clean up content – lock up or delete all questionable accounts.

Make it skim-able

You have your resume make it past the average 6 seconds a recruiter typically spends on their initial scan of resumes.

17. Do not center any text

This enhances readability since the eye naturally contributes to the left perimeter when it is ready to proceed to another line of text.

18. Align your dates and places to the right

To help separate your own information, create another column for dates and places that are right justified.

19. Do not justify your resume

This setting leaves irregular gaps between words which finally make the text more difficult to read. Set them to left justified.

20. Maintain the same size and font

Besides your title, which ought to be a bit larger, the font and size of your resume should be the exact same size to aid readability.

21. Be bold but limit bolding text

Bolding of choice words and phrases assists with scanning, but do not need to go overboard. Select what to bold sensibly, based on the message that you need to convey. In case your job titles efficiently illustrate your route into management-level functions, bolding those may make the most sense. On the flip side, if you are a new graduate and the majority of your career are internships, you could benefit more from highlighting the firms you have worked at. Your choices will depend on your experience and the target job you seek.

22. Utilize ALL-CAPS very sparingly

ALTHOUGH USING ALL-CAPS IS A WAY TO DRAW ATTENTION TO A WORD OR PHRASE, JUST AS IN ONLINE OR IN EMAIL, IF OVERUSED IT IS SIMILAR TO SHOUTING. IT IS ALSO DIFFICULT TO READ ESPECIALLY WHEN OVERUSED. SO IT DIMINISHES EASY SKIMMING FOR RECRUITERS. IT ALSO CAN BE OFF PUTTING MAKING YOUR RESUME A GREAT CANDIDATE FOR THE TRASHCAN. IF YOU STILL FEEL THAT YOU MUST USE ALL-CAPS, CONSIDER THEM FOR THE RESUME TITLE AND SECTION HEADINGS ONLY.

23. Maximize the Initial 5 words your bullets

When skimming a resume, a recruiter is quite likely going to be concentrating the first couple of words of the bullets. If their interest is piqued, they then will read more. This usually means that first couple of words of your bullets are more significant than the rest. Be sure to use action verbs in those first few words. For ideas on how to stand out with action verbs read our article title “Rainbow Bright Verbs To Create a Resume as Fabulous as You”.

24. Keep bullets under 2 lines

On each bullet provide short and sweet descriptions. The first two or three words should capture the attention and then keep each bullet point to just 1 and nor more than 2 short sentences.

25. Curate your bullet points

However long you have been at work, or just how much you have achieved there, you should not have over five or six bullets in a specific section. However great your bullets are, the simple fact is that if there are too many the recruiter is simply not going to get through them. Choose your top achievement to list on your resume and keep the rest to discuss during an interview.

26. Use numbers versus spelling them out

Using numbers on your bullet points quantifies figures and assists recruiters better comprehend the impact of your past accomplishments. Numbers are easier to scan and makes them pop out from the sea of text.  Additionally, it’ saves space. (i.e., 45% versus forty-five percent).

27. Be consistent

Job seekers can get quite creative when they are attempting to cram all their pertinent work experience to one single page. Creativity is fine, but be sure to you maintain your formatting exactly the same throughout the resume.

28. Whitespace

Finally, having whitespace is like a fresh of breath air. It aids in skimming and provides clues to section breaks and what’s important.

Work Experience

29. Keep it target job/career relevant

Generally, you should only reveal the latest 10-15 years of your career background and just incorporate the expertise applicable to the job roles to which you’re applying.  When there’s a choice between involving yet another internship or moving into more detail about your present role, always pick the latter – unless your former job was applicable to the one which you’re applying to.  Check out our article titled “Say “Bye Bye Felicia” to Duties on Your Resume “.

30. Not great at layout design

Know that design ability is not your strong suit but need your resume to look stupendous? This is potentially the most important thing in your job hunt, therefore it is well worth getting it exactly perfect! If you cannot afford to hire a professional resume writer to hone your document, then reach out to knowledgeable friends and trusted coworkers or advice and critique.  Search online for resume design and layout for ideas.

31. No appropriate expertise

Do not worry if you do not have some expertise that the job list as requirements.

Focus your resume in your applicable and transferable skills together with any related facet or instructional internship jobs or volunteering, be certain that you pair it with a solid cover letter telling the story of why you are best for the job.

32. Take the jargon down a notch

You could be tempted to throw in loads of business or technical jargon so that you seem as if you understand what you are referring to, but finally, you need your resume to be more clear to the ordinary individual. Bear in mind that the first person who sees your resume could be a recruiter or an assistant who typically has limited to no knowledge about the roles they are trying to fill. Or it may go straight to the hiring manager with great expertise. Sure you need buzz words but it need to be understood by the average person too. Find the balance to be certain it’s readable, relevant, and interesting to them all.

33. Quantify It

Utilize as many facts, statistics, and figures as possible on your bullet points. Just how many people were affected by your job? By what percent did you exceed your objectives? By measuring your achievements, you truly enable the hiring supervisor to envision the degree of responsibility or work you had to attain them. Even in the event that you don’t really work with numbers, here are a few keys to adding more to a resume. Remember, as mentioned above, to use the numerical value instead of spelling out numbers. (i.e., 45% versus forty-five percent).

34. What did you achieve

Companies and organization today like hire action oriented achievers. This means you would like to demonstrate that you did not just do things, but you have things done! As you look over your bullet points, think of ways to take every statement one step farther and include in what the advantage was to your boss or your organization. As a result, you definitely communicate not just what you’re capable of, but also the direct advantage the employer will get by hiring you. For a more in-depth review of this topic, review our article titled “Say “Bye Bye Felicia” to Duties on Your Resume”.

35. Demonstrate your soft skills

Describing soft skills on a resume frequently begins to seem like a laundry list of meaningless buzzwords, quickly. However, being a “powerful leader” or an “effective communicator” is significant abilities that you want to get across. Consider how you are able to demonstrate those skills in your bullet points without really saying them.

36. Consider non-traditional work

There is no law which says you may just put full-time or compensated work in your resume. Consequently, if you have engaged in a significant volunteer function, worked part-time, were hired as a temporary or contract employee, freelanced, or even blogged? Consider listing these items as their own “jobs” in your career chronology. If your work or volunteering included LGBT organizations, check out our article titled “Are You OUT as an LGBT Professional on Your Resume?”.

37. Mix up your word usage

Utilize our useful collection of action verbs to mix up it! Rainbow Bright Verbs To Create a Resume as Fabulous as You

38. Use keywords for human and automation

Use keywords in your resume: Scan the job description, and see what phrases are used most frequently, and be sure that you’ve included them in your bullet points. Not only is that a self-check that you are targeting your resume for the job, it is going to be certain that you get seen in applicant tracking systems. Remember that often the first human that sees your resume likely has no experience in your line of work. Spell it out so that your resume fits the job description. Additionally, Artificial Intelligence is on the rise in the land of recruiting. You need to ensure that the automation systems can identify words and phrases on your resume that is a match to the job description.

39. Prevent empty words

What words should not you include? We bet there is a much better way to explain just how amazing you are. Use our list of action verbs in the article titled “ Say “Bye Bye Felicia” to Duties on Your Resume”. Further, we love to switch it up and recommend using http://www.thesaurus.com/ to find awesome, amazing and stupendous and fabulous word alternatives. Also, double check work meanings at http://www.dictionary.com/ and while at it leverage https://app.grammarly.com/.

Education

40. Experience 1st, education 2nd

Unless you are a recent grad, place your education after your job experience. Odds are, your last few jobs and accomplishments there are more significant and relevant to you obtaining the interview and job than just where you went to school. Keep in mind that many are very successful where their degrees have nothing to do careers now.

41. Put education in reverse order

Typically, you should list your educational background by order the latest or advanced level first, continuing in inverse chronological order.

42. Skip the dates

Do not list your graduation dates. The reviewer cares about more about that you have the education and less about when you acquired it. Further, it could “date” you. If asked in an interview you can answer that question, but leave it off your resume.

43. Honors but not GPA

If you graduated from school with high honors, certainly make the recruiter and hiring manager aware if it. But you do not need to list your GPA.

44. Online and Continuing Education

Recruiters and hiring manager love to see that you are continuing to improve your knowledge. So add continuing education, professional development coursework, or internet classes in your area of work. Online classes are a more-than-accepted standard today, and your involvement in them can really show your motivation and determination to develop skills to improve your career.

Skills, Awards, and Interests

45. List your skills

Make sure you put in a section that lists out all of the relevant skills you’ve got to get a position, such as technician abilities such as particular web/software programming languages, medical skills, and other related technical industry-related certifications. Just be certain that you skip including abilities which everybody is predicted to have, such as using email or Microsoft Word unless the job description spells those out as requirements.

46. Break up the skills

In case you have a lot of skills that support your career consider grouping and breaking them into subheadings to ease the reader skimming process. They might be titled, foreign language, areas of law, programming, applications, and leadership abilities.

47. Prove some character

Don’t hesitate to incorporate an “Interests” section in your resume, but just add the ones that are related to the occupation. Are you really a guitar player with your eye to a music business? Surely include it. But for example, your birdwatching hobby won’t help you to get a programming job at a financial institution. Do not even consider doing it. That’s cubical conversation once hired. As a gay, lesbian, bisexual, transgender or queer person, is equal rights and volunteering at a local LGBT center for youth important to you? Only put on your resume/CV what is valid for your career. If your work or volunteering at those organization is part of your career qualifications, take a look at our article titled Are You OUT as an LGBT Professional on Your Resume?”.

48. Beware of interests which may be controversial

Yes, these experiences reveal a fantastic quantity of work ethic–however they might also be discriminated against by somebody who disagrees with the cause. Know that “LGBT Workers in over half of the United States lack full protection.” Do your homework on organizations to size up how LGBT friendly they are. To learn more how to go about doing this check out our article titled “Job Seeking as an LGBT Employee”. Check out OutBüro – LGBTQ Employer Reviews/Ratings. Please add a review of your current and past employers up to 5 years for other LGBT people to learn about those organizations from your LGBT employee experience and views.

Gaps and Other Tricky Resume Circumstances

49. Zap those short-term jobs

If you stayed at a (non-temporary) occupation for just a matter of weeks, then consider removing it from your own resume. Leaving a specially short-lived job or two off your job history should not hurt, so long as you are honest about your expertise.

50. Deal with all the gaps

Any gaps longer than a month or two will be asked about. Be ready for a response. You may consider adding a response right on your resume such as “Temporarily cared for an ill family member”. Keep it brief. Do not go into detail. Leave that for the interview if asked during the interview still respond with a short message of just enough information. For example, “I cared for my sister during her recovery from breast cancer.” Or maybe if it fits you say, “I had a medical issue that required me to step aside from my career for a short while and now ready to get back.” Don’t say, “I was in an alcohol rehab program.” Remember KISS – always.

51. Long breaks in employment

Re-entering the work after a long hiatus? This is the best chance for a summary statement on very top, outlining your very best abilities and achievements. After that, enter your profession chronology, without hesitating to add volunteer or part-time work.

52. Where you a job hopper?

If you have job-hopped often, including a motive for leaving alongside every entry, using a succinct explanation such as “company closed,” “layoff because of downsizing,” “contract lost,” or even “moved to new town” is a good idea. By annotating the gaps like this, you will proactively illustrate the main reason behind your irregular job moves and show in its best light to hopefully still be in the running for that great new job.

53. Time off to raise kids

Raising children is challenging, however, don’t try to fill gaps in your resume by elaborating on your fine skills of multi-tasking household chores while tending to the children. You may list an entry to give reason to your extended workforce absence, just don’t, repeat, DO NOT, try to be cute. What you can do is list any volunteer activities that demonstrate you attempted to keep up your professional skills or work at home jobs that kept you fresh.

Final Round

54. References upon request

If a hiring supervisor will be interested in you, he or she’ll request references. Don’t waste the space on your resume. It’s presumed you have them and will provide them.

55. Ensure you triple proofread

It should go without saying, but be sure that your resume is completely free and clear of typos. As mentioned we love using http://www.thesaurus.com/ to find new words for those that are repeated. Be sure to double check the word full meanings with tools such as http://www.dictionary.com/ and while at it leverage https://app.grammarly.com/. But don’t just rely on those. Ask trusted coworkers, family and friends to review your resume and provide constructive feedback including any and all spelling and grammar issues they might find.

56. Saving and emailing it

If emailing your resume to an in-house recruiter, be certain that you always send a PDF as opposed to a .doc. This way all your careful formatting will not inadvertently get messed up as soon as the hiring supervisor opens on her or his PC. To ensure it will not look wonky once you ship off it, look at it at both Google Docs and Word, attach it to an email and open it in the preview. When sending to a headhunter, they usually request your resume in a .doc format. The reason is they strip out your contact information before sending it to the actual hiring company so they can maintain themselves as the middle person. You have less control, but they have many job opportunities they can present you for.

57. Name your file

Save your resume file within the format of “Resume – [First name] [Last name] – [Year] [Month]” rather than just “Resume.” It is just one less measure the hiring manager must take. You may also consider adding the major job title to the end such as “Full Stack Developer” or “Pediatric Nurse”.

58. Keep it fresh

Add a task or meeting to whatever electronic calendar system you use each quarter or so to pull up your resume and create a few upgrades. Have you learned new skills? Have you accomplished new and noteworthy things on the job? Recruiters actively reach out to people even while they are currently employed. Be ready to send off a stellar resume. It may be your next amazing new opportunity.

59. Professional profiles and online resume repositories

After you update your resume each quarter or so, go out to all the professional social media sites and job portals and update your resume in each after completing the “Keep it fresh” steps each quarter or so. This will keep your resume as fresh and active in those systems ensuring recruiters who use them always have you on their radar. Include LinkedIn, OutBüro’s Job Portal/Resume, Indeed, Career Builder, Monster, and other industry related job portals.

60. Be open

Keep your options open and active. You never know when that next opportunity will arise.

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OutBuro - 3 Ways You Should Be Using OutBüro in Recruiting LGBT Candidates - Employer Company Reviews Directory GLBT Gay Lesbian Bisexual Transgender Queer Professional Networking Community Job Portal Board

3 Ways You Should Be Using OutBüro in Recruiting LGBT Candidates

With over a growing network reach of over 63 thousand gay, lesbian, bisexual, transgender and queer professionals, OutBüro is a huge resource that will assist you to attract and close top-tier diversity talent. Candidates utilize the website to research companies, compose and read testimonials, employer reviews/ratings, locate new job opportunities and professional networking. As a company, efficiently managing your business’s existence on OutBüro will help you put your very best foot forward with those candidates validating your LGBT-friendly policies and work culture.

1. Showcase your company brand

When you add/claim your business listing you are able to:

  • Add/edit a business description featuring LGBT recruiting-centric content as much as possible
  • Photographs
  • Videos
  • Indicate the LGBT important policies in place
  • Indicate your diversity vendor practices
  • Invite all your current employees to review/rate you on OutBüro to reveal candidates exactly what it is like to work in your business
  • Add your OutBüro Company Review rating to your company HR home page with a link to it on OutBüro
  • Write press releases showcasing your OutBüro score and LGBT inclusive work environment
  • Publish content directly on the OutBüro blog – activities and employee spotlights for example
  • Directly network with OutBüro members and within our OutBüro on LinkedIn group
  • Potential to be featured in OutBüro member communications

Participating in the first and only Company Reviews/Ratings for the LGBT global community can enable you to magnify your quality candidate reach and acquisition.

2. Monitor and respond to reviews/ratings feedback

OutBüro is a go-to website for LGBT employees to provide anonymous company reviews/ratings with both general work topics and LGBT related interests. Fifty-two percent of active job seekers browse employee testimonials at the onset of their job hunt before talking with a business recruiter or hiring manager.

Make it a point to track and react to reviews and opinions on interviews since they’re posted. Thank people for their time submitting a review, no matter if it is negative or positive overall, and handle any complaints noted. When some does raise a negative experience working at your company, it may be a legitimate opportunity to improve. Others might be an issue of culture match–so do everything you can to become responsive and transparent.

On average, 9 in 10 job seekers find company reviews useful when studying about a prospective new employer. Further, 70 percent state their feeling of a business is enhanced after viewing them positively respond to a negative review/rating critique. It demonstrates that the company is engaged and cares.

3. Post Jobs

When diversity LGBT candidates are exploring your company brand, make it simple for them to discover relevant job opportunities directly on OutBüro. Eighty-nine percent of OutBüro users are actively searching for new career opportunities or might be open to new opportunities if contacted. Since job seekers have likely researched the company prior to submitting their application, they are normally higher quality candidates than people from other job boards that are not focused on the LGBT working force and professional community.

OutBüro is a new site yet, founded on proven tactics to be an important instrument for applicants and, due to our focused growing member base, can be a rather valuable tool for companies like yours. Candidates utilize the website in order to investigate companies they are thinking about working at. Your active presence can go a long way in making the difference in attracting new talent and retaining your current employees, versus losing them to your rival.

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OutBuro - 15 Ways to Improve Diversity LGBT Candidate Cultivation - LGBT Employer Company Reviews Directory GLBT Gay Lesbian Bisexual Transgender Queer Professional Community Job Portal Board

15 Ways to Improve Diversity LGBT Candidate Cultivation

Your talent acquisition group works hard to develop LGBT candidate pipelines for all your company’s job roles. Trying to identify gay, lesbian, transgender, bisexual, queer candidates on traditional job boards is difficult. On your own company job board candidates don’t always self-identify as LGBTQ due to past recruiting and employment issues including discrimination. You need to be out loud and proactive to attract quality LGBTQ diversity and inclusion candidates.

Diversity hiring is the most embraced recruiting trend with 78 percent of talent acquisition leaders responding that they are tackling hiring diverse talent, head on. Why? Well, 78% of companies indicated they are prioritizing diversity to improve culture, and 62% are doing so to boost financial performance.*

The LGBTQ population crosses all other demographics. Therefore a strong LGBTQ talent cultivation effort will also yield candidates fitting other top diversity categories as well. LGBTQ people all ages, all genders, all races, all ethnic backgrounds, practice all religions, in all socioeconomic category, all branches of armed services, and all levels of abilities and disabilities. One might conclude that putting forth a concentrated effort on LGBTQ recruiting can ensure you meet all your diversity recruiting goals and targets.

Biggest barriers to diversity recruiting

  • 38% of responding recruiters stated that finding diversity candidates is their toughest job.*
  • 27% stated retaining their diversity employees is a huge problem. *
  • 14% stated their biggest barrier is getting diversity applicants through the interview process.*
  • 8% indicated they have a problem getting diversity candidates to accept their offer of employment.*
  • Only 14% indicated none of these issues apply to them.*

Think about your company. How, if and where do these apply to you? What internally can be done to improve?

42% of diversity recruiting fails due to the bias of the interviewer.* Ensure all persons involved in the interview process are trained and aligned with the company mission of diversity, inclusion, and belonging.

LGBT candidates want to hear from you

40-45% of potential candidates are extremely to very interested in hearing from prospecting recruiters with another 30% somewhat interested.* That is 70-75% who are very receptive to hearing from diversity recruiters seeking to fill positions.

70% of candidates are passive and 30% active. This means that diversity recruiters must find LGBT candidates who are not actively looking for another job at this time. Talent goes online to explore new opportunities with 60% using job boards (76% of those are satisfied in their current role), 56% leveraging social networks, and 50% utilizing word of mouth. OutBüro fills all three of these areas with a focus on LGBT professionals.*

Making the calls and getting it right

The very last thing you want is to lose the very best candidates due to bad processes and interactions. You just might if your gay, lesbian, bisexual, transgender, and queer candidates have a bad interview experience.

No matter how well you well you pitch your open job during a phone interview, most are still unsure about the job and company until the interview. Getting the interview right win will over top talent and getting it wrong can severely hurt your recruiting effort.

83% of applicants say a negative interview experience can change their mind about a job or company they once liked. While 87% of applicants say a positive interview experience and sway them about a job or company.* Those are huge numbers that you cannot afford to ignore.

OutBuro - LGBTQ employer reviews job portal professional entrepreneur community LGBT GBLT Gay Owned Lesbian Transgender Bisexual career posting resume CV

Steps to attracting quality LGBTQ diversity candidates:

  1. Leverage the OutBüro’s Job Portal with a growing database of active and passive LGBTQ candidates.
  2. Enhance your company’s reputation in the LGBTQ community by inviting your current and recent past employees to rate/review your company on OutBüro’s Company Reviews. If your company is currently present simply claim it, and if not you may add it and claim it in one process. OutBüro’s Company Reviews are for any company or organization of any size and in any location globally. Complete your company profile including the required responses if your company as the following policies and practices in place:
    1. Sexual orientation non-discrimination policy
    2. Gender identity non-discrimination
    3. Domestic partner benefits
    4. Supports LGBTQ equality globally (if it operates in more than one country)
    5. LGBT inclusion competency
    6. Public commitment to LGBTQ equality (Tip: participating on OutBüro is one way to demonstrate this)
    7. Requires similar policies for contractors and vendors
  3. Get involved in OutBüro’s online community by connecting directly with professionals and creating relationships to woo the passive candidate
  4. Create a Group in OutBüro’s related to your company brand, industry, product, services or other topics of interest that can demonstrate your leadership in the space. Be the first on industry topic so that your competitors will forever wish they took that position of authority first and had all the privileges that come with being a group admin/owner such as being able to directly communicate with all group members even if not connects one to one.
  5. Post articles via your profile that will become part of OutBüro’s blogs and be distributed in its weekly new blog update email to all site members. Available to premium members accessed from your profile main menu under “Articles”.
  6. Join OutBüro’s LinkedIn Group – the largest LGBT professional networking group on LinkedIn.
  7. During the initial call, communicate the job requirements inquiring if it might be a good fit for the candidate.
  8. If yes, then continue to describe your company and include your diversity culture with every candidate. Include a quick rundown of the above-mentioned policies if you have them. If you do not have ones mentioned you might strongly consider being clear about that too. It will inform those that fit a diversity category and for those that don’t, it will convey the company policies and culture. Even if someone it’s a diversity candidate it’s important they know from the outset what kind of culture you have and striving to support.
  9. If things continue to go well, be sure to review the interview process. If a candidate is to come to your location be sure to include detailed instructions on access to the location such as if there are security checkpoints to go through. Your interview staff does not communicate significant logistics to applicants.
  10. Follow up with an email confirming the time, location, and logistics. It seems apparent to assume to bring multiple hard copies of their resume, but still, include that in your follow up email so it clear.
  1. On the phone and in this email describe who the applicant will be meeting with. Not being clear about the logistics can be stressful for applicants which and lead them to appear flustered or annoyed during an interview. Being clear and upfront creates an easy experience for all.
  2. Ensure people on your interview team know how to interview in a structured manner to ensure consistency from an applicant to applicant. Bear in mind, interviewing does not come naturally to everybody. Strong cooperation between your HR staff and the hiring staff can alleviate these difficulties. Hold an interviewer training to examine the way to evaluate and participate talent, such as what to not. Your team’s recruitment experience, along with your hiring team’s domain experience, will cause a much better interview experience for everybody. Also, ensure everyone understands the company’s diversity, inclusion and belonging mission since 43% of diversity recruiting fails due to interviewer bias.*
  3. Ensure your interview team is prepared. They know the process and schedule including requirements to follow up with candidate feedback in a timely manner. Boost efficiency and cooperation by sending an interview prep checklist to all important stakeholders. This can help them know what they can do to prepare for interviews so that they leave a favorable impression on the candidates. Remember that the candidate is interviewing the company as much as the company is interviewing the candidate.
  4. Provide the candidate feedback in a timely manner. On several occasions recently I have had friends tell me they received an offer from companies they interviewed with 3-4 months prior. In the meantime, they heard nothing and moved on to other opportunities. The companies on each occasion missed out on great talent. In the process, the company reputation within that circle of friends has been tarnished. Leaving your applicants hanging may turn a fantastic interview encounter sour. Do not let this happen. Collect and discuss interview comments as swiftly as possible to ensure all candidates understand where they stand. Be timely.
  5. Review all touch points you have both internally and with your candidates. Ask for honest constructive feedback to improve, from candidates that didn’t cut the mustard. Be open to new ideas. Seek to be ever evolving to be more inclusive as well as improving your processes. Candidate polls can be an excellent source of advice, as can article comments – such as the articles you submit on the OutBüro blog via your profile – Submit Articles.

Data source:

* – 2018 LinkedIn Talent Trends Report