Many employers attract LGBT candidates, then lose them before management. Recruiters are blamed for “pipeline” issues that stem from development and leadership behaviour.

Informal mentoring fails because nobody measures participation or impact. ERGs often run great community activities, but do not influence hiring panels or succession decisions. That is a hidden blocker. Another blocker is the executive shortlist. If it stays non diverse, mentoring cannot overcome the ceiling.

What works better is integration. Set targets through a formal diversity council, then track structured mentoring participation rates by grade and business unit. Require senior leaders to visibly sponsor mentoring and LGBT recruitment. Link executive bonuses to promotion outcomes, not just hiring numbers.

Attraction also matters. LGBT Equality Jobsite gives you targeted access to an opt in LGBT audience and produces engagement evidence that supports your reporting.

Measure success through mentoring uptake, promotion into first management roles, senior pipeline representation, and 12 month retention. Report results consistently across all business units, not just head office.

Next step. Align your next hiring campaign with a mentoring cohort and review the promotion and retention outcomes quarterly.