How to write more inclusive job descriptions
Attracting a diverse array of applicants is vital for creating a competitive and happy workplace. Here’s how to achieve this with inclusive job descriptions.
Diversity and inclusion have grown in importance in the workplace in recent times, and not just because they are seen as nice-to-haves. Real diversity of experience within a workplace means more creativity and innovation, with obstacles tackled from new angles and previously unserved customer bases included.
Organisations are therefore increasingly aware that diversity, equity and inclusion (DEI) initiatives are key to business success, rather than being solely about social responsibility.
One of the main ways in which you can improve the diversity of your workforce is through writing job descriptions that attract diverse candidates. Instead of appealing only to the type of worker you already have, you can write inclusive job descriptions that catch the eye of all different types of people, increasing the chances of getting applications from talented candidates who may otherwise not have considered applying.
In this article, we’re going to go through the steps you can take to write job descriptions with more inclusive language that can help your organisation appeal to more underrepresented groups in the hiring process.
The importance of diversity and inclusion in the workplace
There are many reasons why some of the top organisations in the UK and the wider world are so focused on diversity and inclusion. First and foremost, it helps to ensure that employees feel they belong at work, no matter their background or where they come from. It creates an environment in which difference is celebrated rather than looked down upon, and people can be their true selves and hit their potential as employees.
There’s also the fact that a large number of job seekers might avoid your organisation if it’s not perceived as inclusive. One report shows that as many as 39% of potential applicants might choose not to apply for a role at an organisation that doesn’t appear to be inclusive.
Benefits of an inclusive working environment
Aside from the crucial aspects noted above, employers can experience a range of tangible benefits if they successfully work to improve diversity and inclusion. This can include:
- Better levels of engagement and retention: If your workers feel more at home and comfortable at work, they are more likely to be engaged, as they know that their input will be listened to and appreciated, rather than cast aside. This has the extra benefit of reducing staff turnover too. Staff that feel engaged in their work – and accepted in their workplace – are less likely to jump ship – and business leaders know this, with 85% saying employee engagement is a strategic priority.
- Improved understanding of customers: If your workplace doesn’t reflect your customer base in terms of demographics, there’s a good chance many customers aren’t being served as well as they should be. By increasing the diversity of your employees, your organisation can acquire an improved understanding of its customer base, which can in turn result in better sales and brand image.
- Increased innovation and productivity: If a group of people all think the same way, then they’re less likely to find new ways of doing things. On the flip side, if they bring together different ways of thinking, then they are more likely to approach problems from a new direction and come up with innovative solutions. Diversity and inclusion can therefore boost innovation and productivity in the workplace.
- Higher profitability: All the above can add up to one thing — an improved bottom line. With happier and more engaged staff, innovative and creative thinking, and customers who feel heard and understood, you can start to see an improvement in terms of both sales and profits.
Best practices for writing job descriptions to attract diverse candidates
Now you understand how much of a positive impact diversity and inclusion can have within your organisation, it’s time to find out how to make this happen as part of your hiring strategy.
Without further ado, let’s take a look at some of the top strategies for writing more inclusive job descriptions that allow you to tap into a wider talent pool.
Remove gender-coded language
One way to put off a potentially ideal candidate is by hinting at gender bias by using gender-coded language, or words associated with either male or female employees. By including gender-coded words, you might be unwittingly putting off men or women from applying for a role.
Examples of male-coded words include:
- Aggressive, ambitious, decisive, headstrong, assertive, defensive, battle, dominant, outspoken
Examples of female-coded words include:
- Empathy, sensitive, affectionate, support, collaborate, honesty, trust, commitment, compassion, nurture
While all these words can be things people of any gender identify with and are not negative traits, they can perpetuate stereotypes and dissuade candidates from applying. As a result, using gender-neutral language is crucial to creating more inclusive job descriptions, with research showing that removing gender-coded words can see applications rise by over 30%.
Avoid any potential racial bias
Similarly to avoiding gender-coded words, being mindful of racial bias in language is crucial. Remember, certain phrases or requirements may unintentionally discourage candidates from different racial or ethnic backgrounds from applying.
For example, many job descriptions include requirements related to cultural fit such as “strong cultural alignment”, which can suggest a preference for candidates who match the current workplace makeup. Using terms such as “aligns with company values” or “adds to company culture” can remove any risk of racial or ethnic biases creeping in.
Avoid industry-specific jargon
Different industries often employ their own brand of jargon. This is usually so that communication can be quicker and smoother. But it can also be a bit old-fashioned and cliquey – those not already well-versed in the industry may not know what words, phrases, or commonly used acronyms mean.
If you’ve got roles you’re hiring for, why discount potentially talented people who don’t already know enough about the industry to be up to speed with the latest jargon? There could be great candidates with transferable skills who might skip over a job ad due to the jargon used. It’s making big assumptions about job seekers that they will all know what the jargon means, even if they are experienced in the industry.
This also goes for the job title itself. Make sure it’s clear and industry standard so you’re not confusing anyone unnecessarily.
Rethink required qualifications
Some jobs need specific qualifications, and there’s no getting around it. But the truth is many don’t. A significant number of jobs are advertised as requiring a university degree from applicants when there would be many great candidates for the role who don’t hold a degree.
Putting these requirements into a job description when they are not necessary eliminates candidates who might have been well suited to the role. Furthermore, this can also increase bias against candidates from backgrounds where university was not an option.
Instead of focusing on qualifications in job adverts and descriptions, you could implement skills-based hiring and offer learning and development opportunities to those who are hired.
Highlight your commitment to diversity and inclusion
It’s great if you have diversity and inclusion within your organisation already, but if you don’t shout about it, new candidates might not know it’s there. That’s why you could consider highlighting this side of your organisation within your job descriptions. If, for example, you have extra benefits or policies to support parents, you should include this in job descriptions.
Furthermore, according to Totaljobs’ research, around 62% of workers want their employer to offer a more diverse array of benefits. As a result, sharing details of an inclusive benefits package can help attract a diverse array of applicants. This can include things like:
- Adoption leave
- Days off to observe religious holidays
Building an inclusive workplace
With the help of the strategies outlined in this article, you can begin the process of removing conscious and unconscious bias from your job postings and showcase a company culture that appeals to a range of qualified candidates. Doing so can help to ensure that your workforce benefits from the skills, experiences and perspectives of employees from a range of backgrounds, thereby helping drive innovation, productivity and retention.