If you want to recruit and retain exceptional employees (they’re driving your business, aren’t they?) listen to this woman! Those of you who are smarter than your peers will have already contacted Fran to snag her for your organization.

Excellent post – thanks!

A definite great read..Jim Bean

Straight HR people need to acquire a clue. When I look at whether I want to work for a company, I ask about whether they have domestic partner benefits too, even though I don’t need them (I’m straight and married, so I get them through my husband). I poke around and see how many women and people of color are in high ranking jobs, or whether people start meetings with prayers.

See, my job as a recruiter/HR professional is much easier when people aren’t excluded. If there’s a whole population of people who aren’t going to be comfortable working there, that means I can’t go out and hire the best. I can only hire the best of a limited pool. I’m over that.

I’ve also been the HR person in companies where people were discriminated against, and there was NO support for addressing the issue. I’m over that too.

Additionally, in many companies, your candidates and employees are also customers (or potential customers). When you treat some people like crap, people notice, and they spread the word. I want to work for successful companies, and successful companies don’t alienate customers.

Even people who somehow fail to comprehend that these things are basic human rights issues should surely be able to get the *business* imperative for treating people fairly. Not everyone has a conscience, but everyone likes money, right?

I’m off to google “Houston AND sugar” so I can make sure I’m not supporting people who think “those people” are “a problem.”