You want to reach as many people as possible with the content you write and publish. That means it should appeal to everyone and, above all, it should not exclude people. That is why it is necessary to write inclusively. If you are an inclusive organization or if you are working toward this, inclusive writing is extremely important.
But what exactly is inclusive writing, why is it so important, and what is the role of an augmented writing platform in the prevention of exclusion? You can read all about it in this blog post.
What exactly is inclusive writing, and why is it so important?
With inclusive writing, you consciously pay attention to the fact that your target audience consists of all different types of people, with different origins, backgrounds, ages, and genders. Because even if you are targeting a specific niche, the people within that niche are all unique.
By writing inclusively, you reach the largest group of people. You make sure that you use language that does not distinguish between groups, so that everyone feels addressed. Among other things, you can achieve this by:
- Writing in a human-centered, gender-neutral way, rather than using only he/she or plural.
- Addressing the reader directly, using “you”.
- Making sure your content does not discriminate based on age.
- Avoiding stereotypical words and/or associations. You unconsciously use these more often than you think. Think pink for women, blue for men.
- Applying the WCAG guidelines.
- Always making sure that your written content is reviewed by others. As a man or woman, you have the habit of using the words that you want others to use when addressing you. The other person’s perspective helps you to write in a gender-neutral way. You should also consider having your content proofread by people of different ages or from different cultural backgrounds.
Only through inclusive writing is it possible to reach as many people from the target audience as possible. Additionally, inclusive writing also plays an important role when it comes to attracting diverse talent. For instance, has your organization been struggling to recruit a more diverse workforce? If so, your current job descriptions probably do not appeal to a diverse group of potential candidates. Inclusive writing can help attract a more diverse audience.
Writing inclusively through augmented writing platforms
The what and why of inclusive writing is clear, but the writing itself is trickier than you might think. As we’ve seen, there’s a lot to consider. One requirement is that you must be able to put yourself in the shoes of various audiences while writing. A good way to master this is by speaking to many different people and asking them how they would like to be addressed.
Fortunately, there are handy tools that can help you to make inclusive writing a lot easier. We’re talking about data-driven tools like augmented writing platforms (e.g., Textmetrics) that can help you prevent exclusion through language. You can see an augmented writing platform as a writing coach. While you are writing, it gives you suggestions on how to make your content more inclusive. It also shows you how to create content that appeals to your entire target audience so that you can achieve your D&I goals.
During the writing process, you don’t need to worry about whether your content is or isn’t gender neutral or discriminating based on age. A data-driven platform will do that for you using algorithms based on artificial intelligence that read and analyze your content. Based on these analyses, you will get suggestions on the use of inclusive language, such as avoiding age and gender discrimination. In addition, many augmented writing platforms also give you suggestions for tone of voice, SEO optimization, and how to avoid words that are too complex for your target audience.
Nowadays, diversity and inclusion in the workplace are top priorities. The diversion and inclusion goals (D&I goals) companies set are slowly but surely becoming the most important goals to achieve. To do so, many companies are now working on a chief diversity officer job description, since they are looking to hire one.
A chief diversity officer (or CDO) is an organization’s executive-level diversity and inclusion strategist. He or she connects the dots between diversity and inclusion efforts across the organization. Part of this can be an organization-wide diversity and inclusion plan that describes what needs to be done to reach the D&I goals. In addition, the CDO is primarily responsible for creating an organization’s strategy for the recruitment of diverse candidates.
The challenges of the chief diversity officer job description
Although the job of a chief diversity officer is a noble one, it is not an easy one. Firstly, there are many types of diversity a CDO has to deal with. It’s not just race, age and gender, as some people might think. Religion, ethnicity, class, sexual orientation, disability and nationality are other dimensions of diversity. Each dimension requires a different approach. In addition, diversity in itself is hard to measure. So it’s difficult to establish if a CDO is doing a good job or not, making it easy for critics to comment on the work they’re doing.
What competencies are asked for in a chief diversity officer job description? The list of competencies asked for in a chief diversity officer job description is quite extensive.
CDOs should have leadership competencies in:
- Diversity and inclusion: extensive and expert knowledge.
- Talent management: selecting, developing, optimizing and retaining diverse talent.
- Continuous improvement: developing actions to improve existing processes, practices and behaviors regarding diversity and inclusion.
- Teammate engagement: developing actions to improve teammates’ commitment to diversity and inclusion.
- Financial management: developing budget targets to achieve the D&I goals.
Textmetrics can help with your chief diversity officer job description
The Textmetrics platform can help you create a chief diversity officer job description that will attract the perfect candidate for the job. And once the CDO has started working at your company, he or she can use the Textmetrics platform to write inclusive job descriptions that attract diverse candidates—job posts that will have a more gender-neutral tone of voice, contain words that appeal to both men and women and are free of any bias (such as age bias or gender bias).
Because inclusive job descriptions are the first step toward diverse talent management and greatly help a CDO with the recruitment of diverse candidates.
Reaching their diversity and inclusion goals is something countless companies strive for. Not only because it’s something society asks for, but also because it positively impacts revenue, employee satisfaction and the company’s reputation. But we know that this is not an easy goal to reach, and that the recruitment process plays an important role here. More specific job descriptions can really make a difference, so an augmented writing platform can be a big help for recruiters. But what is an augmented platform? And what does Textmetrics have to offer when it comes to this innovation?
What is an augmented writing platform?
An augmented writing platform offers you a number of tools that help you write better, more powerful content so you can reach your goals. It can be best described as a technology that serves as a writing coach. In terms of job descriptions, an augmented writing platform can, for example, give you suggestions for more inclusive language while you’re writing. This helps you eliminate gender and age bias from your job posts. In addition, it can give you suggestions for the best tone of voice to use and ways to reduce the difficulty of the words you use, making sure you write at B1 level, for example. That way, you’ll know for sure that your job descriptions aren’t too complex and are understandable for most of your target group.
Textmetrics – Augmented writing platform
Textmetrics offers a full augmented writing platform to help you create more diverse, inclusive and on-brand content. Our tools use algorithms based on artificial intelligence to read and analyze your content and provide you with real-time suggestions for improvements. As previously mentioned, these improvements include:
- using more inclusive language;
- eliminating gender and age bias;
- using the right tone of voice for your brand;
- and limiting the number of difficult words used, which can make your content too complex and put off potential candidates.
And there’s more. The augmented writing platform offered by Textmetrics can also analyze how well your content—in this case, job descriptions—scores on SEO and indicate what needs to be done to increase their findability on Google.
Textmetrics’s augmented writing platform doesn’t just make writing your job descriptions a lot easier or save your recruiters time. It also increases the likelihood that more qualified people will apply since your optimized job descriptions will help you reach a much larger portion of your target group than you have so far. What more could you possibly want?
Diversity and inclusion in the workforce come in a number of ways. Gender diversity is one of them, and one that still needs some work. Politically, it’s high on the agenda. Companies want more women in leadership roles. While that’s an admirable goal, it’s one that seems to be hard to reach. And it’s not just a problem in leadership roles. It’s no secret that some industries are dominated by men, and even though companies in these industries say they want a more gender-diverse workforce, little progress seems to have been made so far. So, what can these companies do to speed up their progress?
The gender bias
How inclusive and diverse a workforce is, is linked to the recruitment process. For some reason, in some industries, companies mostly hire men. Gender bias plays an important role here. Gender biases are simplified judgments we make about the characteristics of jobs and the ideal candidates for them. For example, recruiters might think that analytical thinking and emotional thoroughness are typical characteristics of engineers working in construction, so they label these as typically male traits. As a result, recruiters may unconsciously be looking for male candidates.
Gender bias and gendered language
Gender bias during the recruitment process doesn’t only occur during the selection process. It starts long before that, with the job descriptions that recruiters write. They use male-coded language that puts women off applying for certain jobs. For example, the job descriptions may contain words like “dominant” and “analyze”, which mostly appeal to men. Research shows that gender bias is stronger in more stereotypically male industries, and chances are that in these job descriptions, there is some gender decoding that needs to be done.
How innovation can help
If you want a more gender-diverse workforce, you need to let go of the thought that there “just aren’t that many women who want to work in IT or construction” and look at how biased your recruitment process unintentionally is. A good way to start is by looking at the gendered language used in your job descriptions. At Textmetrics, we can help you do just that. We offer an innovative augmented writing platform that uses AI algorithms to help you write job descriptions using a more gender-neutral tone of voice and words that appeal to both men and women. Because when an equal group of candidates apply, it’s a lot easier to discover what women have to offer.
To know how augmented writing platforms can be of help in recruitment, and more specifically in preventing gender bias in writing job descriptions, you first need to know what augmented writing tools are. Augmented writing can best be described as a technology that serves as a writing coach, a virtual assistant to write job descriptions. An augmented writing tool analyzes the words you use in your, in this case, job descriptions and gives suggestions for more diversity and inclusion, for example. It ensures that your job post is not only aimed at men but women as well, preventing gender bias. The tone of voice and difficulty of the words you use are also things these tools can give you suggestions for.
But how do augmented writing platforms work to optimize job descriptions for diversity and inclusion? What problems do they help you solve?
The problems recruiters face in optimizing job descriptions, without augmented writing platforms
As a recruiter, you may have noticed that writing job descriptions that convince a large group of skilled candidates to apply is not always an easy thing to do. There are a few reasons why it’s hard to reach your target group. Many job descriptions have a more masculine tone of voice (gender bias), which makes it hard to reach the women in your target group. The use of too much jargon is another common issue. Possible applicants need to be able to understand what you’re saying and looking for in a candidate if you want them to apply.
How can augmented writing tools help you here?
How augmented writing platforms work in recruitment
Augmented writing platforms use artificial intelligence to help you use the right words in your job descriptions. Words that appeal to both men and women, and words that aren’t too difficult to understand. What augmented writing tools don’t do is replace you as a writer. You need to think of them as a supplement, not a standalone, in the process of writing better job descriptions. You need them to reach a larger part of your target group: say 80% instead of the 40% you reach now. Especially if used in combination with writing training, augmented writing tools can help you lift the quality of your job descriptions from good to excellent.
At Textmetrics we offer an augmented writing platform that use algorithms based on artificial intelligence to help you write better job descriptions. Your job post will have a more gender-neutral tone of voice and will use less jargon. We’d love to tell you more about how they can make a difference in your recruitment process!