Breaking Barriers: How Recruiters Can Champion LGBTQ+ Talent

In October 2025, I had the pleasure of attending the Housing Diversity Network Annual Conference in Milton Keynes. It was an excellent event with superb speakers, I was particularly taken with the first session run by Pride in Leadership’s co-founders, Claire Ebrey and Matt Haworth.

The report they produced surveying over 1,000 LGBTQ+ professionals across the UK
reveal a powerful truth: while progress has been made, LGBTQ+ candidates still face deep-rooted barriers to career progression – and recruiters are in a unique position to help change that.

My own journey in the recruitment and executive search market spans over 25 years in London, Hong Kong, Canada and the North of England. The reason this session hit me so hard was the echo of what I have known for a long time but do not often see in the public ‘straight’ limelight.

As a straight man who has represented countless LGBTQ candidates in recruitment processes, I have seen firsthand the bigotry, bias and animosity aimed at those candidates and much of this being relayed back in post interview feedback.

I find the word ‘ally’ can sometimes be a bit of a cliché and simply doesn’t go for enough to say ‘I support’ or ‘I stand with’. One must actually do something positive and meaningful, no matter how small. I have been very lucky in my journey to be mentored by a number of outstanding colleagues over the years who had lived experience of belonging to the LGBTQ+ community. Whilst this doesn’t give me any badge of honour or a right to say ‘I know how it feels’ it does give me a surface level glimpse in which I can at least show some empathy and indeed provide some push back and challenge when necessary.

The one thing I have learned is that many of the Executive Search and Recruitment Organisations are not inclusive themselves. Laddism, microaggression and poor internal EDI processes are as rife as the pretty and detailed diversity sections that exist on the same organisations’ websites. Not all of course, but many.

I founded Castle Peak Group so that we could make a difference and showed that we really do care when it comes to helping both individuals and organisations. We only Partner with like-minded organisations that share our belief in the importance and benefits of diversity and inclusion in the workplace. We know that diversity, through the lens of ability, race, neurodiversity, ethnicity, sexual orientation, and beyond, strengthens organisations at every level.

We embody the spirit of fairness, advocating for and shortlisting diverse executive and board talent based on skills and cultural fit. We believe every individual deserves equal opportunity for professional growth and career advancement. Our search process is rooted in fairness, ensuring all candidates are evaluated on their strengths and potential.

I personally will be delighted if this blog is picked up and read by recruiters who are outside the LGBTQ+ community. Every small positive action you make can have a tremendous impact to positively influence a person’s life.

The report itself is beautifully laid and easy to read it even has a section specifically for recruiters. For speed and time I have attempted a high level summary guide for recruiters below with some of my own thoughts.

The Reality: Barriers Still Run Deep

The report found that 85% of LGBTQ+ professionals have faced at least one significant career barrier due to their identity.

Common challenges include:

• Lack of role models: 70% cited a lack of LGBTQ+ representation in leadership.
• Hostile or uncomfortable workplaces: Half experienced environments where being out wasn’t safe or supported.
• Limited HR support: 42% felt their employer didn’t back them when issues arose.
• Bias in hiring: 93% suspected bias in recruitment or promotion processes.
• Intersectionality matters: Barriers multiply for those who are trans, disabled, from ethnic minorities, or working-class backgrounds.

These experiences often lead talented professionals to “play it safe” — choosing roles or employers where they feel merely secure, not necessarily fulfilled.

The Opportunity: Recruiters as Changemakers

Recruiters are gatekeepers of opportunity. The report identifies them as key players in breaking down bias and building confidence for LGBTQ+ candidates.

Here’s how:

1. Challenge Client Bias

Recruiters should actively question discriminatory preferences and educate clients on the business case for inclusion. Diverse teams outperform homogeneous ones, and authenticity boosts engagement and retention.

2. Champion “Culture Add,” Not “Culture Fit”

Encourage employers to move beyond seeking candidates who “fit in.” Instead, look for those who add new perspectives. LGBTQ+ professionals often bring heightened empathy, creativity, and resilience — all leadership qualities that drive innovation.

3. Ensure Inclusive Hiring Practices

• Review job adverts for gendered or exclusionary language.
• Guarantee diverse shortlists and track LGBTQ+ candidate progression through each recruitment stage.
• Audit your own processes to eliminate unconscious bias in screening and interviews.

4. Partner with LGBTQ+ Networks

Build relationships with LGBTQ+ professional groups, mentoring schemes, and leadership initiatives. Pride in Leadership’s own free mentoring platform, for example, connects professionals with LGBTQ+ leaders across sectors.

5. Advocate for Safe, Supportive Employers

Recruiters can vet client organisations for inclusion credentials — policies, staff networks, and leadership visibility. If inclusion feels performative (e.g., rainbow logos without real change), that’s a red flag.

6. Measure and Report

Encourage employers to collect and publish LGBTQ+ pay gap and progression data, just as they do for gender. Transparency builds trust and accountability.

The Bigger Picture: Confidence and Career Growth

Many LGBTQ+ professionals experience imposter syndrome or avoid senior roles due to fear of discrimination. Recruiters can play a vital role by:

• Providing reassurance that candidates’ identities will be respected.
• Matching them with inclusive employers.
• Promoting mentoring and leadership pathways.

Every placement can be an act of allyship.

Why it matters

When LGBTQ+ professionals thrive, organisations gain leaders who are empathetic, adaptable, and courageous — qualities forged through overcoming adversity. Supporting these candidates isn’t just an ethical imperative; it’s a competitive advantage.

Final thought

As Pride in Leadership’s co-founders, Claire Ebrey and Matt Haworth, put it:

“It’s not enough to highlight challenges; we need solutions. Recruiters can be the bridge between opportunity and equality.”

The message for recruiters is clear:

Inclusion starts with who you put forward – and how you back them.

 

James Carss – Biography

James Carss is the founder and CEO of Castle Peak Group, an executive search firm with a difference. With over 20 years in executive recruitment across the UK, Asia, and North America, James has always challenged the norm. His journey began in the North East, where he stood up for a friend facing racial prejudice. This experience sparked a lifelong commitment to challenging inequality.

After making his mark with top firms in London and leading teams in Hong Kong, James returned to the UK with a mission. In January 2024, he founded Castle Peak Group to offer executive search services that genuinely prioritise diversity, inclusion, and ethical leadership.

James isn’t just a top corporate scout; he’s dedicated to building more inclusive workplaces and mentoring future leaders. A lifelong martial artist and expert in Tai Chi Chuan, James embodies discipline, respect, and continuous learning. As a father of three, his commitment to fairness is personal, making him a sought-after speaker on diversity-driven business practices.