White Paper: Recruiting Queer Gen Z Talent


Current studies suggest that as much as 28% of Generation-Z adults identify as LGBTQ+ and any employer concerned with building a workforce of the future will need to ensure that they are attracting this talent pool of approximately 17 million workers.  

While there are many stereotypes out there that this generation is lazy, entitled and opinionated, Mossier’s research actually found the opposite to be true. This generation doesn’t want handouts or special treatment.  They are looking for: 

  • Flexibility to accomplish their jobs using the working styles and formats that work best for them, they want 
  • Transparency and honesty around your DEI efforts (and are still willing to work for you even if you aren’t perfect) and, as much as possible, they want
  • Authenticity so they can avoid having to develop separate “work personas” just to fit in and get ahead (don’t we all?)

Key Themes

  • Job interviews are not psychologically safe spaces. The majority of Queer Gen-Zers do not feel comfortable asking an interviewer questions about LGBTQ topics (Ex. adoption benefits, healthcare, etc.).
  • The #1 factor LGBTQ Gen-Zers rely on when assessing an employer for inclusion? Seeing someone who is openly LGBTQ at your company.
  • A clear majority of survey respondents are open to hybrid work arrangements but they are concerned about code switching and negotiating their authenticity as they toggle back and forth between the virtual and “real” world.
  • The small details matter more than the big ones. Big gestures (like sponsoring Pride parades) are seen as less important than small (and often free) gestures like an interviewers introducing themselves with their pronouns and being able to easily find information on your inclusive benefits online.
  • LGBTQ people who are visibly different (those who are gender-nonconforming and/or a person of color), as well as those in states that are more hostile to LGBTQ people, expressed the largest concerns about safety, code switching and “managing” their identity.

Need to Know:

  1. By expanding the number of touchpoints that a candidate has with your DEI efforts (website, handouts at career fairs, informational interviews etc.) employers can more effectively tell their story, decrease the risk of being seen as performative and increase application rates
  2. Identity salience matters. Many respondents see their LGBTQ identity at the forefront of their personhood. But not all of them.  According to one survey respondent: “I believe in keeping my personal life and professional life separate and do not think there should be a heavy focus on LGBT issues unless it directly pertains to the subject matter of my work.”

Key Stakeholders: Talent Acquisition, LGBTQ ERG, Young Professionals ERG, DEI department

Contact Us: Mossier’s team of facilitators is prepared to help you navigate Pride month and design educational opportunities that advance LGBTQ inclusion. Click here for our training menu.

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Looking for how to show your inclusiveness to everyone-LGBTQ in your job posts? We got you. Here are some of the best tips and tricks for showing-up to Queer people in an inclusive, eye-catching, and respectful way. Let’s start with job titles.