The recent waves of historic victories for lesbians, gays, bisexuals and transsexuals (LGBTs)—from the legalization of same-sex marriage in many countries to the increased media exposure of personalities from within the community—further opens the door for much-needed change and progress. For while the LGBT community has come a long way in terms of recognition and rights assertion, some of its members are still misunderstood, harassed and discriminated.

The workplace is one area that requires vigilance for LGBT rights. The need for such vigilance is reinforced by the landmark decision of the United Nations in 2014, which asserts LGBT rights as part and parcel of the very notion of human rights. No less than the UN enjoins everyone to ensure LGBT workers are treated justly at the workplace.

It’s great news that more companies are exerting more effort to be open and accepting. However, some human resources professionals are seeking better ways to effectively attract and hire LGBT applicants. Here are 6 HR tips to make LGBT workers choose your workplace and stay happy.

1. Make the Job Application Process LGBT-friendly

One of the best tips for HR in employing LGBT workers is to ensure that the application process is enabling and friendly. Do this by providing more than the usual “male or female” option on job application posts and forms. Also, take note that some applicants may view themselves as gender non-conforming, that is to say, they identify with neither the male or female sex. Thus, it’s best to give them the option to use their preferred label or pronoun.

2. Demonstrate the Inclusiveness and Diversity of the Workplace

For office interviews, creating the impression of an LGBT-friendly workplace can be done with simple gestures like having pride flags or stickers around. This can go a long way in terms of making LGBT applicants feel they’re in a healthy workplace. For phone interviews, be clear about organization’s values as regards having an inclusive and diverse workplace. Hearing this can be encouraging for LGBT applicants and everybody else.

3. Respect Privacy by Avoiding Questions About Sexuality

According to some reports, 34% of LGBT workers in the UK do not disclose their sexuality at the workplace. This is largely due to the lingering fear that doing so may incite homophobia and exclusion. Avoid falling into the trap of alienating LGBT applicants by not asking questions about their sexuality. Besides, this should be standard procedure for all applicants. Alleviating the social pressure on LGBTs as regards their sexuality can help in ensuring that LGBT workers choose your workplace.

4. Inspire Them to See Career Growth at the Workplace

Make sure that all opportunities for growth are clearly explained. What LGBT workers find in a workplace range from equal pay and benefits to diversity programs. How can LGBTs get promoted? What are the activities and programs that they may find beneficial or interesting? Definitively answering questions like these will allow the applicant to understand how the benefits of a healthy workplace can be supportive of personal and career growth.

5. Make them Feel Comfortable to Speak Out

Office "banters" are sometimes unavoidable as it’s a basic form of social interaction. Friends and family exchange banters as a way of establishing rapport or to show affection. However, there’s a fine line between banters and offensive remarks. As an HR officer or employer, you must make it very clear that LGBT workers at the workplace can freely speak out should they feel offended or discriminated against, and that the organization has procedures to call out or reprimand offenders.

6. Affirm the Unique Beauty of Identity Expression

One indicator of a healthy call center workplace for LGBTs is the flexible dress code. Fashion may seem trivial for others, but it’s actually a means many LGBTs use to express their unique identities. The HR can effectively employ LGBT at the workplace by empowering applicants to express themselves.

Statistics show that companies that pledge its support for LGBTs are more likely to yield positive and successful outcomes. Among the Fortune 500 companies, considered to be the cream of the crop in business, a staggering 88% have non-discrimination policies. So, go ahead and utilize these 6 tips on how the HR can attract and employ LGBT workers. What you’re doing is essentially widening the space to let diversity and progress in.