Grindr’s Post

Kudos to AdeptID Included at the end of their job postings: "Research shows women only apply to jobs if they meet 100% of the requirements, whereas men apply if they meet 60%. Clearly, that statistic isn’t inclusive; it doesn’t include the difficulties people of color, the LGBTQ+ community, and others from underrepresented communities face during the job application process. If you’re interested in us and don’t meet all of our requirements, please apply anyways! We’d love to have the opportunity to consider you." ______ This data is 100% accurate, and while many in the recruiting industry are aware of this, the broader tech / software community may not be. #hiring #staffing #inclusivetech #softwaredeveloperjobs

What Generation are you? In the office we have been talking about our first jobs, and what are motivations are to work (back then and now). 🏳️🌈 #GenX : Born 1965 – 1980 Gen X lived through big shifting landscapes after “the summer of love”, such as the rise in LGBTQ+ rights, MTV culture. This generation represents a sense of independence who take pride in their entrepreneurial spirit. They will value far more relaxed and flexible environments but are driven by financial gains and security. 💾 #millennials (Gen Y) 1981 – 1996 The first generation to grow up in the age of technological advances. This time represents the fastest growing segment of the workforce. They value meaningful work with unleashed creativity, results orientated and not afraid to challenge authority so can challenge to status quo and can be accused of being impatient by their “boomer” parents/colleagues. 📲#genz (iGen) 1997-2015 Gen Z kids are the first to be born into a world where they know nothing else besides being constantly connected to one another (phones, screens, tablets). This generations is incredibly accepting, inclusive and diverse with great creativity. Challenges Gen z have because they have grown up in a life of distractions and abundance mean concentration and motivation can be affected. Which one are you? Im GenX. #GENX #GENZ #millenials #officeculture #firstjob #careers #careermotivations #flexiblework #syntechrecruitment

What matters most to you when looking for a new job? A diverse team & good office culture is always top of the list, along with progression & salary. But creating a culture that suits a mix of age groups, cultures & personalities can be hard especially when you look at recent research on whats important to them - See Below 🔻 🏳️🌈 #GenX : Born 1965 – 1980 Gen X lived through big shifting landscapes after “the summer of love”, such as the rise in LGBTQ+ rights, MTV culture. This generation represents a sense of independence who take pride in their entrepreneurial spirit. They will value far more relaxed and flexible environments but are driven by financial gains and security. 💾 #millennials (Gen Y) 1981 – 1996 The first generation to grow up in the age of technological advances. This time represents the fastest growing segment of the workforce. They value meaningful work with unleashed creativity, results orientated and not afraid to challenge authority so can challenge to status quo and can be accused of being impatient by their “boomer” parents/colleagues. 📲#genz (iGen) 1997-2015 Gen Z kids are the first to be born into a world where they know nothing else besides being constantly connected to one another (phones, screens, tablets). This generations is incredibly accepting, inclusive and diverse with great creativity. Challenges Gen z have because they have grown up in a life of distractions and abundance mean concentration and motivation can be affected. What Generation are you? #genx #genz #officeculture #office #diversity #hiringnow #millenials #teamculture #recruitmentlife

Pride month got you realizing your team isn’t as diverse as you’d like? Partner with these 5 associations to reach more LGBTQ+ talent. Whether that be by advertising open positions directly to their networks or sponsoring, you can show your support and consciously diversify your candidates. 👉 Out in Tech 👉 Lesbians Who Tech & Allies 👉 TransTech Social Enterprises 👉 Out in Science, Technology, Engineering & Mathematics (oSTEM) 👉 Out & Equal What strategies have you found most effective in recruiting diverse talent? #PrideMonth #Recruitment #DEI

The culture of feedback is something that completely changed our workflow at Hily — Dating App, and Taimi: LGBTQ+ Dating App. It’s definitely the thing I’d like to share to help young managers pay attention to their collaboration with the team. We are still in the process of moderating and finding the ideal approach for it, but there already are a bunch of rules that our colleagues follow: – Check your motives. – Be objective and specific. – Never turn the talk in a personal direction. – If you criticize, you propose alternative options, or you honestly admit you don’t have any, but you are ready to help with searching/creating. – The feedback should be inspirational and developing and not abusive. – Speak only for yourself; don’t pass the words of others. – Allow commenting and explaining. It’s been the third year of implementing this type of communication, and I can see the boost in productivity and self-improvement across the teams. Truly sure we’re on the same page, and it’s gaining momentum.

Hey Stars, Wow ! what a wonderful pride month that was :) so many Stars I meet along the way and learned so much and was great to share the love in so many ways :) I even won a prize in life drawing at a pride party ! now thats a story to share at my next Freestars lol :) So continuing the journey of DE&I beyond Pride Month, I'm excited to support our LGBTQ+ communities throughout the year and many other DE&I Stars. This week, let's dive into building a career in contracting. Flexibility is key - from learning to network to building a contart business, the opportunities are vast for contractors. Challenges can lead to great success, whether it's hands-on work or strategy and it can be challenging and fun too :) Stay tuned for insights on networking, IR35, and more engaging topics! Whether you aim to be a contractor on our books or seek diverse talent for your team, I'm here to help. There are so many ways Superstars can help Book a session via Linktree for coaching or Talent and Client collaboration. Wishing all Superstars a fantastic Election Week. can I say that ? lol Let's embrace the lessons of today for a brighter future ahead. Remember, you are fabulous stars! see you soon :) ✨ #Recruitment #Hiring #Careers #DiversityHiring #InclusiveWorkplace #DiversityAndInclusion #EqualOpportunityEmployer #DiversityInTech #WomenInTech #LGBTQAtWork #DiverseWorkplace #InclusiveHiring #DiversityMatters #Superstars #staffing #mentor #coaching #events

Hey Stars, Wow ! what a wonderful pride month that was :) so many Stars I meet along the way and learned so much and was great to share the love in so many ways :) I even won a prize in life drawing at a pride party ! now thats a story to share at my next Freestars lol :) So continuing the journey of DE&I beyond Pride Month, I'm excited to support our LGBTQ+ communities throughout the year and many other DE&I Stars. This week, let's dive into building a career in contracting. Flexibility is key - from learning to network to building a contart business, the opportunities are vast for contractors. Challenges can lead to great success, whether it's hands-on work or strategy and it can be challenging and fun too :) Stay tuned for insights on networking, IR35, and more engaging topics! Whether you aim to be a contractor on our books or seek diverse talent for your team, I'm here to help. There are so many ways Superstars can help Book a session via Linktree for coaching or Talent and Client collaboration. Wishing all Superstars a fantastic Election Week. can I say that ? lol Let's embrace the lessons of today for a brighter future ahead. Remember, you are fabulous stars! see you soon :) ✨ #Recruitment #Hiring #Careers #DiversityHiring #InclusiveWorkplace #DiversityAndInclusion #EqualOpportunityEmployer #DiversityInTech #WomenInTech #LGBTQAtWork #DiverseWorkplace #InclusiveHiring #DiversityMatters #Superstars #staffing #mentor #coaching #events

Did you know? 71% of employees would consider leaving their current role if their values misaligned with their employers. This is the first in our series of Diversity and Inclusion (D&I) facts in focus. A strong D&I strategy is more than a checkbox - it's a proven driver of employee loyalty. Companies with inclusive cultures are more likely to retain their staff. The positive effects extend beyond recruitment, creating an environment where diverse perspectives thrive, innovation flourishes, and employees feel valued. Embracing diversity isn't just about meeting quotas, it's a commitment to building a workplace where everyone has equal opportunities. At the LGBTQ+ VR Museum, we champion D&I, recognizing its power to create fulfilling professional experiences and contribute to a more harmonious and productive work environment. #lgbtq #dei #vr #xr #lgbtqcommunity #virtualreality #statistics #diversityandinclusion #deistrategy

Yesterday, I spoke with a Talent Acquisition Head who requested my input on increasing LGBTQ+ representation. As a prep for the conversation, I looked at roles available on LGBTQ+ portals something the organisation has been using. The more I interact with professionals and observe the landscape, the better I understand it. Points for reflection: - Most job posts on LGBTQ+ portals are entry-level. Is it assumed that LGBTQ+ talent is available at entry level only? Or is it assumed that high stake roles are too risky for LGBTQ+ applicants? - 2 to 5% of your workforce might be from the community already. Sure, hire those who are out and willing to be seen. But what about people who are afraid to come out and already a part of your organisation, perhaps at the seniormost rungs of the ladder? - Why would entry-level folks who are far less empowered ever come out in organisations where no senior executive is visibly LGBTQ+ or where LGBTQ+ inclusion is surface level? Do you have resources for employees who would want to come out? - With best intentions, LGBTQ+ hiring should only come after you have created an LGBTQ+ inclusive culture. Best ways to measure that are anonymous surveys again. These surveys would indicate whether the culture is simply tolerant or inclusive. - Your rainbow logo will not make you inclusive. What your people say about ground reality with their peers outside, will create truly impactful inclusive brand image. LGBTQ+ community is relatively small and close knit. People who matter know whether they should join your organisation or not. There are other ways to increase LGBTQ+ representation besides just hiring. - Consider hiring trainers, vendors etc who are from the community. - Sponsor and host events for LGBTQ+ community. - Provide aid to charities and have your employees join them. - Get your leaders to mentor outside LGBTQ+ talent. They could also spot great talent this way. - Send you employee resource groups to visit and work with ERGs from other organisations. - Start internship programs for the community. While you do it all, keep in mind that it will make people uncomfortable. That is a good problem to have. After enough people get uncomfortable, open dialogue will begin. There is no sustainable inclusion without dealing with conflicts headon, firmly but compassionately. #PRIDE #LGBTQ #Inclusion