The challenge for employers

Large graduate recruiters have good strategies for attracting LGBT students, but there is plenty of evidence to suggest that LGBT starters return to the closet, at least for a while, some for much longer. Research suggests that staying in the closet leads to less happy and less productive staff. Although very few organisations monitor the progress of LGBT staff in their organisations, LGBT staff can be reluctant to seek promotion and management responsibilities. My interest is in helping employers develop strategies for: induction, retention and development.


My experience

I developed a good understanding of employers’ recruitment strategies as a director of university careers services. I run employability workshops for LGBT students. For four years I chaired the Midlands LGBT Employees Network running events focussed on LGBT issues in the workplace. I set up and recruit mentors from a range of occupations for the University of Birmingham mentoring scheme. I speak at conferences, including the 2017 Stonewall Workplace Conference and the 2016 ASET conference for university staff who organise student placements.


How I can help

I’m pleased to help employers with the following based on my work with students and graduate recruiters in the following areas:

  • Recruiting LGBT graduates: advice on working with university careers services, students’ unions and societies and lecturers. 
  • Developing a bespoke induction programme
  • Building confidence and strengths to develop staff to their full potential
  • Developing and maintaining staff networks
  • Coaching individual staff as part of my Executive Coaching work – for further information see my coaching website