Recruiters often invest in Pride campaigns, inclusive statements and training. Yet LGBT representation in management stays uneven. The reason is simple. Policy is not accountability.

If executive bonuses do not link to measurable LGBT recruitment and progression metrics, leadership attention drifts. If your diversity council does not set targets and review results, nothing moves. If executive shortlists are not diverse, the pipeline narrows before the interview stage.

Current approaches fail because they rely on language rather than governance. ERGs exist, but many have no influence on hiring panels, leadership selection, or succession planning. That leaves recruiters carrying the burden without authority.

What works better is a governance led approach. Set measurable goals through a formal diversity council. Make leaders visibly sponsor LGBT recruitment. Track structured mentoring participation rates and link them to promotion outcomes. 

Next step. Then run targeted attraction through LGBT Equality Jobsite to reach an opt in LGBT audience and capture engagement evidence.