DEIB: why you can’t do without the B of belonging in 2022

DEIB: why you can’t do without the B of belonging in 2022

Striving for more diversity and inclusion is a noble ambition. But is it enough to let everyone feel at ease? Probably not. So, we increasingly hear about DEIB. It’s short for diversity, equity, inclusion and belonging. The last one—belonging—is something you can’t do without in 2022. You need to create a sense of belonging if you really want to be an inclusive workplace. Not feeling like you belong means feeling like an outsider. And it can cause a lot of tension and anxiety. But how do you recognize a situation where there is a lack of belonging? And how do you create a culture of belonging?

A lack of belonging

Employees who don’t feel like they belong usually don’t speak out about this. They often don’t feel like they can bring up their concerns. Therefore, you’ll need to discover those feelings of not belonging yourself. Luckily, there are signs you can spot when employees are struggling with belonging:

  • Do some employees rarely speak up about new ideas? And is it always the same employee that contributes to a discussion? Then chances are that the quiet ones don’t feel like they belong.
  • “Right, yeah, uh-huh and hmm.” Do you hear these a lot from an employee when someone else is speaking? Then this person prefers backchanneling over direct communication. It’s a sign that an employee doesn’t feel like he or she belongs.

Employees who don’t feel like they belong tend to hang back. They feel disempowered and unable to contribute.

Create a culture of belonging

Belonging is difficult to measure. But when employees don’t feel like they belong, it’s felt throughout the organization. Therefore, it’s important to create a culture of belonging. Employees need to feel like they are welcome to participate. They need to feel safe and secure in their roles. And you need to build effective working relationships.

Employees need to feel supported, connected and part of a community. And most importantly, they need to feel valued for their contributions. These are important drivers for belonging. When employees support the purpose, mission and value of the organization, they feel more connected. This also increases the feeling of belonging. So it can be useful to involve employees more in what it is you want to achieve.

Textmetrics and the B of belonging in DEIB

At Textmetrics, we offer a platform you can use to reach your DEIB goals. It uses artificial intelligence (AI) algorithms that empower you to improve all written communication. You can use it for writing content that appeals to everyone. That’s important if you want to create a culture of belonging. And a place where people know that whatever makes them diverse is welcomed and celebrated.

Want to try Textmetrics? Click here for a free trial!

How to recognize age bias in job descriptions

How to recognize age bias in job descriptions

Age bias is more common than you might think. Especially in job descriptions. Age bias often unintentionally slips into the job descriptions that recruiters write. And it’s older people who are usually discouraged from applying. Through the sentences and words used in these job ads. This exclusion is discriminatory, even if it happens unintentionally.

Besides, why would you want to exclude older people? They typically have a lot to offer in terms of experience and skills. Ageism is a real no-go. But how do you recognize age bias in job descriptions?

Age bias in job descriptions

Although mostly unintentionally, there are ways to recognize age bias in job descriptions.

  • Use of phrases like ‘start-up atmosphere’ or ‘vibrant person sought for young company’

Sentences like the ones above paint a certain picture in an applicant’s head of what the company is like. And what the average age is of the people who work there. How old do you think people working there are? Younger than 40? Or maybe even younger than 30? It’s safe to say that older people will feel reluctant to apply. 

  • Naming a limited number of years of experience

We sometimes see that a candidate needs to have 3 to 5 years of experience. Or 7 to 10 years. Mentioning a number of years is understandable. It does exclude people, though. Older people with a lot more experience probably won’t apply. And the same goes for young people who have just graduated.

  • Stating that you’re looking for digital natives

The term ‘digital native’ is one we tend to hear a lot lately. It refers to people who are comfortable with technology from an early age. So, older people probably won’t identify with this term.

How Textmetrics can prevent age bias in job descriptions

Age bias is discriminative and should be avoided. So, the ageism that slips into job descriptions needs to be prevented. Instead, job ads should encourage people of all ages to apply. The Textmetrics platform helps you do that by giving you suggestions while you’re writing. It signals words or sentences you shouldn’t use because they discourage older or younger candidates from applying. And it offers you suggestions for alternatives to prevent any form of discrimination. Your job descriptions will be free of age bias, and you’ll receive applications from people of all ages.

Want to try Textmetrics? Click here for a free trial!