Imagine this. I was sitting in a panel interview for a job. There were three executives and a recruiter seated around the table. I was feeling great. It was my last of three interviews that morning. I was sure if this went well. I was getting an offer this week.
They asked me some standard interview question like, "Where do you see yourself in 5 years?" At this point, I was feeling terrific about my chances, so I went for the fun answer: “Working for you, Sean.”
I smiled. I was expecting a laugh, but that's not what happened next. It was as if the air left the room. I think I heard a mini gasp come from one of the executives. The person I referred to as Sean? Not his name, and he was the kind of person who took that very personally.
"It's Steven," he said with a huff.
"Shit," I said under my breath.
There’s a responsibility for companies to show vs. tell people they are LGBTQ-friendly. The candidate experience is the perfect place to start — and there are three simple areas to do that.
#RecognizeThis – the Workhuman LI Live series where we get real and talk about the good, bad, and ugly as we dive into strategic and pragmatic insights into Creating the Human Workplace where all talent and businesses can thrive. Happy Pride Month! We are highlighting LGBTQIA+ in the workplace today.
I’m thrilled to be joined by Katrina Kibben and Aaron Byrne to get their perspectives on the steps we can take to create more accepting and inclusive workplaces? Specifically, places where our brothers, sisters, and they in the LGBTQIA+ community feel at home.
Three Ears Media