Levyl is proud to collaborate with Out For Australia on our LGTBQIA+ Stream.
LGBTQIA+ Stream
The LGBTQIA+ stream uplifts and diversifies the representation, visibility and inclusion of LGBTQIA+ communities in People & Culture teams. It is dedicated to securing meaningful employment opportunities for LGBTQIA+ individuals within forward-thinking and inclusive organisations.
Levyl and Out For Australia
We believe that we can achieve real impact through the High Potential Program with the companies we forge strong partnerships with, furthered by the support of our external specialist partners.
Levyl is excited to partner with Out for Australia to bring to life our LGBTQIA+ stream.
Through our partnership we will support organisations in attracting, recruiting and retaining LGBTQIA+ P&C professionals.
About Out For Australia
Out For Australia is dedicated to empowering LGBTQIA+ people to thrive at work. Through running Australia’s largest LGBTQIA+ mentoring program, as well as regular networking events, OFA works to foster connections within the broader LGBTQIA+ community and its allies. With a vision to cultivate a confident and empowered LGBTQIA+ community who are confident being their authentic selves in every workplace.
About Levyl
Through our High Potential Program we have identified seven different diversity pillars, one is the LGTBQIA+ pillar. Our intent is to use our unique four-stage framework as a guide in building bespoke consulting streams to allow for identified P&C hires for each diversity pillar.
We seek to challenge bias in recruitment and encourage our clients to think differently about every vacancy they fill.
We are motivated to drive a stronger connection between internal DE&I teams and frontline hiring managers.
We take pride in the promotion and creation of progressive search and selection methods.
How does it work?
The consulting streams are structured around a four-stage framework, ensuring a comprehensive and inclusive approach:
Role Design & Search Consultation: We begin with a detailed consultation to understand your needs and tailor the recruitment process accordingly. This stage may be complimented by workshops, guides, resources and inclusion assessments.
Recruitment Journey: Through a targeted search and selection process, we identify and engage potential candidates, move through the shortlist, interview, feedback and offer journey, ensuring a strong match is achieved.
Post Placement Onboarding and Support: Following a successful placement, we offer continued support that may take the form of coaching, mentoring, onboarding work and projects to ensure a smooth transition for both the new employee and organisation.
Process Evaluation: The final stage involves an evaluation of the process and the outcomes, modifications made, challenges experienced, and opportunities identified. We use this stage as a means of determining how we can further meaningful work on DEI and perhaps work into EVP, advocacy or awareness exercises.
The type of roles we recruit
Our approach is designed to not only fill positions but to enrich organisations with the diversity of thought, experience, and perspective that LGBTQIA+ individuals bring to the table.
Our partnership specialises in filling a wide range of roles within the People and Culture (P&C) spectrum. From early career positions to mid and senior-level management roles, as well as identified Diversity, Equity, and Inclusion (DEI) jobs. Our focus is on ensuring these opportunities are accessible to LGBTQIA+ professionals.
How do I sign up?
Is your organisation on a journey towards meaningful LGBTQIA+ inclusion?
Work with Levyl and Out For Australia to Rethink and Redesign your approach to inclusive recruitment.
Get started with Levyl
The Business Case For Inclusive Recruitment of LGBTQIA+ communities
The case for hiring LGBTQIA+ individuals is compelling, not just from an ethical standpoint but from a business perspective as well.
Studies have shown that companies in the top quartile for gender diversity are 15% more likely to surpass their national industry medians in financial returns.
Furthermore, inclusive workplaces see a 56% increase in job performance, a 50% reduction in turnover risk, and a 75% decrease in sick days.
Moreover, LGBTQIA+ employees who are out at work are 55% more likely to be satisfied with their jobs, highlighting the importance of a supportive work environment. These statistics underscore the undeniable link between workplace diversity, particularly LGBTQIA+ inclusion, and improved business performance and employee well-being.