Inclusive hiring helps you reach more qualified candidates and keep the people you hire. This guide covers the practical steps employers in Canada and the United States can take to recruit LGBTQ+ talent well: what the law requires, how to write job postings that land, how to run fair interviews, and where to find candidates.
Know the basics of the law
United States
The U.S. Supreme Court’s 2020 decision in Bostock v. Clayton County confirmed that Title VII of the Civil Rights Act protects employees from discrimination based on sexual orientation and gender identity. Many states and cities add further protections, and federal agency guidance has shifted in recent years, so check the current rules in each state where you hire.
Canada
Sexual orientation, gender identity and gender expression are protected grounds under the Canadian Human Rights Act for federally regulated employers, and under provincial and territorial human rights laws for most other employers.
In both countries, don’t ask candidates about their sexual orientation, gender identity, relationship status or family plans. This guide is general information, not legal advice. For your specific situation, consult an employment lawyer or your provincial or state human rights body.
Write job postings LGBTQ+ candidates trust
- Use gender-neutral language, such as “you” and “they”, and avoid gendered job titles.
- Include a clear non-discrimination statement that names sexual orientation, gender identity and gender expression.
- List the benefits that matter, such as coverage for same-sex partners, gender-affirming care, and parental leave for all parents, if you offer them.
- Show the pay range. It builds trust, and it’s legally required for job postings in a growing number of provinces and states.
- Let applicants use the name they go by in your application form, separately from legal-name fields needed for payroll.
Benefits LGBTQ+ candidates look for
Benefits are often where candidates decide whether an inclusive job posting is real. What matters most differs between the two countries, because health coverage works differently.
In the United States
Most workers get health coverage through their employer, so plan design carries a lot of weight. Candidates look for equal coverage for spouses and domestic partners, transgender-inclusive health coverage (gender-affirming care written into the plan rather than excluded), family-building benefits such as fertility treatment, surrogacy and adoption support available to every family, and equal parental leave for all parents.
In Canada
Provincial health plans cover some gender-affirming care, but coverage varies by province. Extended health and drug plans can fill the gaps: hormone therapy, counselling and procedures your province doesn’t cover. Make sure same-sex spouses and common-law partners are covered exactly like any other spouse, and that parental leave top-ups apply to adoptive and non-birth parents too.
Want a benchmark? In the U.S., the Corporate Equality Index from the Human Rights Campaign Foundation scores employers on inclusive benefits and policies. In Canada, Pride at Work Canada offers resources for employers, and Canada’s Best Diversity Employers recognizes leading workplaces.
Run fair interviews
Use structured interviews
Ask every candidate the same job-related questions and score them against the same criteria. It reduces bias for everyone.
Make pronouns easy and optional
Interviewers can introduce themselves with their own pronouns; candidates can share theirs if they choose. Never require it.
Focus on the job
Keep questions about skills and experience. Avoid assumptions about partners, family or personal life.
Keep the people you hire
- Make it simple to update names and pronouns in your HR systems, email and ID badges.
- Support employee resource groups and give them a real voice with leadership.
- Review dress codes and facilities so they work for everyone, including gender-neutral washroom options.
- Train managers on inclusive practices and how to respond when something goes wrong.
Two-Spirit and Indigenous 2SLGBTQ+ candidates
In Canada, “Two-Spirit” is a term used by some Indigenous people to describe their gender and sexual identity within their own cultures. Respect how each person self-identifies, and consider partnering with Indigenous and 2SLGBTQ+ community organizations to reach candidates in a way that’s welcomed, not extractive.
Where to recruit LGBTQ+ talent
- LGBTQ+ job boards such as Jobboard.lgbt, where candidates in the U.S. and Canada are looking for inclusive employers.
- Your own employees: referrals from LGBTQ+ staff and employee resource groups.
In the United States
- Workplace inclusion: Out & Equal works with employers on LGBTQ+ workplace equality.
- Professional networks: Reaching Out MBA (business), oSTEM (science and technology) and Lesbians Who Tech & Allies (tech).
- Community centers: local LGBTQ+ centers, many listed by CenterLink, plus campus LGBTQ+ student groups.
In Canada
- Workplace inclusion: Pride at Work Canada supports employers building inclusive workplaces.
- Business networks: Canada’s 2SLGBTQI+ Chamber of Commerce.
- Community: local Pride organizations, 2SLGBTQ+ community centres and campus groups.
Check each organization’s current programs before you reach out; we list them as starting points, not endorsements.
Reach LGBTQ+ job seekers on Jobboard.lgbt
Post your role where LGBTQ+ candidates are actively looking for inclusive employers.
Frequently asked questions
Can I ask a candidate about their sexual orientation or gender identity?
No. In Canada and the United States these are protected characteristics, and asking about them in hiring can expose you to discrimination claims. Focus on skills and experience.
Is it legal to advertise on LGBTQ+ job boards?
Advertising on LGBTQ+ job boards widens your reach to qualified candidates. Hiring decisions must still be based on merit and comply with human rights and employment law.
Should I put pronouns in my job postings?
It’s optional. A non-discrimination statement, inclusive benefits and gender-neutral language matter more. Interviewers sharing their own pronouns is a simple, welcoming practice.
Do the rules differ between the U.S. and Canada?
The core principle is the same: sexual orientation and gender identity are protected, and hiring must be based on merit. The details differ. In the U.S., state and city laws add to federal protections; in Canada, federal or provincial human rights law applies depending on your sector. Benefits differ too, because U.S. health coverage comes mostly through employers. For legal questions, talk to an employment lawyer where you hire.