How to Create LGBTQIA+ Inclusive Job Descriptions

Dear nonprofits and hiring managers, 

A new year is approaching, and it’s time to continue thinking about diversifying your teams’ perspectives! If you want to fundraise from and for the LGBTQIA+ community, you need Queer voices on your team for the long haul. But how do you even find them? Well, you need inclusive job descriptions for your job postings. Creating LGBTQIA+ inclusive job descriptions goes beyond simple adjustments—it’s about fostering a culture of belonging and ensuring your organization reflects its commitment to equity. Here are 7 key strategies:

1. Use Gender-Neutral Language

Gender-neutral language ensures job descriptions are accessible to all, including non-binary and gender-expansive individuals. Instead of “he/she,” use “they” or refer to the candidate directly as “you” to make the posting more engaging. Avoid terms with gender implications, such as “salesman” or “chairman,” and opt for neutral alternatives like “sales associate” or “team lead.” This not only widens your candidate pool but signals that your organization is intentional about inclusion.

2. Specify Inclusivity in Your Mission Statement

Your job description should reflect your organization’s values, specifically its commitment to diversity and inclusion. Explicitly mention LGBTQIA+ communities, including QTBIPOC individuals, in your equity statement. For example, write: “We are committed to building a workplace where all identities, including queer, transgender, and BIPOC (etc.) individuals, feel respected and valued.” This demonstrates that your organization actively prioritizes the inclusion of intersectional identities.

A well-crafted equal opportunity statement goes beyond legal compliance. Explicitly mention LGBTQIA+ identities and intersectional groups such as QTBIPOC. For example: “We welcome applicants regardless of race, ethnicity, sexual orientation, gender identity, or gender expression.” This signals that your organization recognizes and supports underrepresented communities.

3. List Inclusive Benefits

Candidates often assess workplace inclusivity by the benefits offered. Highlight policies such as gender-affirming healthcare, mental health support, and parental leave that apply to all genders. Be clear about offering coverage for partners regardless of legal marital status or gender. Transparency about these benefits shows a tangible commitment to LGBTQIA+ employees’ well-being.

4. Deemphasize Traditional Experience Requirements

Rigid requirements, such as years of specific experience or educational qualifications, can deter talented LGBTQIA+ candidates who may have faced barriers to traditional career paths. Focus on core competencies and transferable skills. For example, instead of requiring “5+ years of experience,” ask for “demonstrated ability in [specific skill].” This broadens access for individuals from diverse backgrounds.

5. Consider Pronouns and Gender-Expansive Terms

Encourage candidates to share their pronouns during the application process by including an optional field. Mentioning pronouns in your job description also signals a welcoming environment. For example: “We encourage individuals of all genders, including non-binary and gender-expansive identities, to apply.” This affirms your organization’s respect for diverse gender identities.

6. Be Mindful of Coded Language

Certain words like “competitive,” “dominant,” or “rockstar” can unconsciously reinforce exclusionary norms. These terms often skew toward a more aggressive or masculine tone, discouraging LGBTQIA+, women, and non-binary applicants. Instead, opt for language that emphasizes collaboration, growth, and innovation. For instance, “team-oriented” or “creative thinker” can feel more inviting.

7. Seek Feedback

Inclusivity requires continuous improvement. Share your job descriptions with LGBTQIA+ employees, employee resource groups, or external DEI consultants for feedback. They can help identify biases you might have overlooked and suggest language changes to ensure your job postings are as inclusive as possible. This collaborative approach demonstrates your organization’s dedication to improvement.

Inclusive job descriptions set the tone for how candidates perceive your workplace. By proactively addressing language, benefits, and accessibility, you can ensure that LGBTQIA+ and QTBIPOC candidates feel genuinely welcomed and valued. Inclusivity is more than a checkbox—it’s an opportunity to build a stronger, more diverse team. And if you don’t know where to find LGBTQIA+ people, they will find you through your job postings. Make sure the first impression is the right one.

Sincerely, 

Queers

Queer For Hire provides fundraising support and LGBTQIA+ diversity training for nonprofits, professionals, and corporations.

Learn about our Fundraising Services <here> – we’ll lead or support your fundraising efforts, whether you need general support or want to focus on raising money from and for the LGBTQIA+ community.

Learn about our Fundraising Trainings <here> – we can coach your board, staff, and fundraising team on how to fundraise and how to engage LGBTQIA+ donors.

Learn about our other services <here> or our resources <here>.