How diverse is your workforce? Are people from different backgrounds treated equally? Do they have the same chances? And do you hire people from different backgrounds for new jobs? Is the answer to all these questions “yes”? Then you probably have no problem reaching your diversity and inclusion goals. Unfortunately, we know that the most common answer is “no”. Diversity and inclusion are more relevant today than ever before. We even speak about DEIB now. This is short for diversity, equity, inclusion and belonging. And it is about improving equality and success even more. But how do you successfully implement diversity and inclusion in your workforce? We will tell you all about that here.
3 ways to increase DEIB
A company that embraces DEIB wants its workforce to resemble society. Everyone in the organization needs to feel heard. And everyone should have equal opportunities to grow. To increase diversity and inclusion in the workforce, you should:
1. Eliminate bias
Bias is probably the most important thing that stands in the way of increasing diversity and inclusion. A bias is a prejudice we hold for or against a person or group. We might, for example, think that people above a certain age are too old for a job. Or that women are less suitable for a job because a lot of analytical skills are required. These prejudices are often completely unconscious. We don’t intend to exclude people. But because it does happen often, it’s worth figuring out if there is bias in your workforce.
2. Implement an inclusive HR strategy
HR plays a very important role in becoming a more diverse and inclusive company. Therefore, you cannot do without an inclusive HR strategy. It needs to describe:
- how you will hire people from different backgrounds;
- how you will make sure that everyone has an equal opportunity when they apply;
- how you can retain people from different backgrounds;
- how you will ensure that they have equal opportunities to grow in the company.
3. Hire a chief diversity officer
If you wish to see results quickly, you can opt to hire a chief diversity officer. You hire one person who is responsible for all of your diversity and inclusion efforts. The chief diversity officer is responsible for increasing diversity and inclusion in the workforce. He or she creates a work culture where all employees can be productive. Where everyone feels respected and safe in their work environment.
Textmetrics and DEIB at work
At Textmetrics, we offer a platform you can use to embrace DEIB at work. And to increase diversity and inclusion in the workforce. How? By helping you to easily improve all written communication. You can use it to write job descriptions that are free of any bias. And job descriptions that appeal to everyone in your target group. But you can also use it to create content that you distribute amongst people who already work for you. Content that appeals to all ages, genders and backgrounds, and helps you create a culture of true belonging.
Want to try Textmetrics? Click here for a free trial!
Have you noticed that it is not as easy to recruit new employees as it was a decade ago? The reason for this is twofold. Currently, there just aren’t that many people who are looking for a new job. The number of jobseekers is lower than the number of vacancies. Secondly, you’re probably more focused on diversity and inclusion now than you were 10 years ago. You don’t just want to hire the best possible candidate. You also want to build a more diverse workforce. To attract employees when jobseekers are scarce, you need to position yourself as a company people want to work for. Employer branding helps you achieve this.
The necessity of employer branding
In the years to come, the battle for talent is only going to get more intense. That’s one reason why it’s important to act now. An aging population means you’ll probably have more positions to fill in the years to come. At the same time, the number of jobseekers won’t increase. Another reason to embrace employer branding now is your diversity and inclusion goals. You have probably noticed that these aren’t easy to reach. Employer branding can make a real difference here. Jobseekers are more likely to apply to companies with a strong employer brand.
How to build a strong employer brand
It’s obvious why now is the best time to get started on building your employer brand. But how do you get on with it? By following the three tips below:
When you’re building an employer brand, it’s very important to be authentic. How does your company distinguish itself from competitors? What do you have to offer? By being honest and authentic, you can build an employer brand that truly fits your organization.
- Let your employees speak up
The best ambassadors for your employer brand are the people who already work for you. Ask them tell stories about what it is like to work at your company.
- Keep in touch with candidates
When it comes to employer branding, communication is key. It’s important to keep in touch with candidates during the application process. If you fail to do so and leave them unhappy, they might leave a bad review online. That is the last thing you want.
Let Textmetrics give you a head start
To build a strong employer brand, you need to work on all of your written communication. That’s where the Textmetrics platform comes in. You can use it to analyze all of the content you publish. Should you deviate too far from your brand identity, the platform will give you real-time suggestions to change this. As a result, you’ll know that all of your written content is consistent with your employer brand. An important step in getting started with employer branding.
Want to try Textmetrics? Click here for a free trial!
A term like employer branding isn’t automatically linked to recruitment. That’s quite strange, since it has everything to do with attracting and retaining the right employees for your company. Talented employees who are part of your target group.
Employer branding is all about positioning yourself as an employer of choice. Potential and current employees must see you as a company they want to work for (or keep working for). Building a strong employer brand plays an important role in this.
The importance of employer branding in recruitment
In recruitment, building a preferred position is important for a number of reasons. Firstly, it’s not that easy to find new employees at the moment. Talented people are scarce, and they have plenty of companies to choose from. How do you make sure they choose you? That’s right! By building a strong employer brand.
A strong employer brand also helps you reach your diversity and inclusion goals. Because in order to do so, you need to reach your entire target group. People from different backgrounds need to prefer you to other companies. For that, they need to know what makes you stand out from other employers.
How to build a strong employer brand
Employer branding is not just about communicating how great a company you are. You need to be a great company to work for. The best way to become a company like this is by asking your current employees about their experiences. You also need to answer the following question: how do you want to distinguish yourself from other companies? Do you want to position yourself as an ambitious organization striving to become a market leader? Or do you want to be the organization with the best working conditions and salary? The direction you choose also depends on the target group you’re aiming to attract.
Once decided, you need to communicate your employer brand to the world. A recruitment campaign is a good way to do this. Don’t forget about the recruitment page on your own website, either. It’s important to spread the same message across all available communication channels.
Build a strong employer brand using Textmetrics
To build a strong employer brand, you need to be consistent in the message that you spread. This requires work on all of your written communication. That’s where the Textmetrics platform can be of great use. It analyzes all of the content you publish. Do you deviate too far from your brand identity? Then the platform will give you real-time suggestions to stay on track. This means that all of your written content is consistent with your employer brand.
Want to know more about our Smart Writing Assistant? Click here.
Guest note: Creating a job listing website has never been easier with Jobmate by Wbcom Designs – the easiest to use job board theme available.
Bias comes in many forms and causes us to form prejudices against others. It helps us categorize things to make sense of the world around us. But although common, biases aren’t harmless. In the workplace, for example, gender bias is a very common problem. It’s the tendency to prefer one gender over another. Most of the time, companies and recruiters prefer men to women. But we’re not saying this is a conscious choice.
Gender bias is often a form of unconscious or implicit bias. It happens when someone unintentionally attributes certain attitudes and stereotypes to someone else. For example, men may be considered more analytical and less emotional. As a result, they have a better chance of being hired when these skills are required.
Gender bias in the workplace
Gender bias is often seen as a preferential treatment men receive. That’s because in the workplace, it works mostly in men’s favor. Gender discrimination is experienced by 42% of women at work. And 90% of senior leaders are men, while only 25% of the CEOs are women.
Gender bias starts as early as the recruitment strategy. Both male and female managers are twice as likely to hire men. In blind applications, women are 25-46% more likely to be hired for a job. This shows how difficult it is for women to get invited for a job interview. Unconsciously, recruiters also tend to place job ads on platforms that are predominantly used by male candidates. Or they actively approach men through ads on social media.|
We also see gender bias in job descriptions. Unconsciously, a lot of job ads contain words that mostly appeal to men. These are words like dominant, confident, analyze, decisive, strong and outspoken. Women don’t feel spoken to by these words. As a result, they will refrain from applying. Another thing we know is that women want to meet 100% of the qualifications asked for. If they don’t, they won’t apply. Men will apply if they have around 60% of the qualifications. You should take that into account when you write a job description. Only list the qualifications that are absolutely necessary.
Use Textmetrics to eliminate gender bias from the recruitment process
Gender bias is a real problem because men are statistically more likely to get preferential treatment in the recruitment process. To be a successful company, you need both men and women in your workforce. If you fail to achieve this, you’ll never be a diverse and inclusive company. Since gender bias starts as early as the recruitment process, you should begin by tackling it there.
The Textmetrics platform is a great way to get started. You can use it to avoid gender bias in your job descriptions. And write job ads with a gender-neutral tone of voice. These will appeal to both men and women. As a result, women won’t feel excluded any longer. And the number of female hires in your company will go up. It’s an important first step toward eliminating gender bias from your workplace.
Want to know more about our Smart Writing Assistant? Click here
In 2022, we still have to deal with exclusion within the recruitment process. Most of the time people are not aware of for example gender bias in their process. Therefore, it’s getting more and more important to make everybody aware of gender. In this whitepaper we will talk about the 5 easiest ways to prevent gender bias in your recruitment process. Because you also want to hire the perfect candidate, right?
Gender bias in the recruitment process
In the recruitment process, gender bias refers to the discriminatory treatment of candidates based on their gender. For example, recruiters might choose a male candidate because of some characteristics they think are typically male. They might look for candidates that are analytical thinkers and emotionally thorough. And some recruiters will attribute these characteristics to men. Therefore, they will select a male candidate for this job. Women, however, could be equally suitable.
5 ways to prevent gender bias in your recruitment process
Gender bias in the recruitment process is very common. It doesn’t have to be that way, though. There are five ways to prevent gender bias in your recruitment process. Read more about them here:
- Training on unconscious bias
Unconscious bias is very much related to gender bias in the recruitment process, as we discussed above. It’s a social stereotype recruiters have about certain groups of people. An unconscious bias is formed outside the conscious awareness. An example of an unconscious bias is that women are not suitable for a very technical job. Or that men don’t want to work in a caring profession.
The problem with unconscious bias is not knowing that you have it. Without knowing, there is no way to get rid of it. You should offer training for recruiters on unconscious biases to solve that problem.
- Create diverse HR teams
Almost all recruiters have the above-mentioned unconscious bias (which is why training is necessary). But it’s an even bigger problem when the HR team isn’t diverse. All-male HR teams might be even more biased against women. Therefore, you should strive to have as diverse and inclusive a team as possible. There should be recruiters from different backgrounds and genders to write job ads and review candidates.
- Ask questions
Recruiters should always ask themselves the following questions. Is the person I am selecting really the best candidate? Or do I think the person is the best candidate for the wrong reasons? If recruiters are 100% honest with themselves, they might discover that there is a gender bias in the recruitment process.
- AI in the recruitment process
AI is a very useful technology to remove gender bias from the recruitment process. Recruiters can use it to screen, rank and grade candidates. The gender of candidates can also be disregarded. AI is software, so it can be programmed to analyze everything but a candidate’s gender.
- Gender-neutral job descriptions
We’ve seen that job ads often have a more masculine tone of voice. The language used is why women feel less motivated to apply. Words that we frequently see used are “competitive,” “analyze,” and “determined”. These are more masculine words. If recruiters use these, they may cause women to feel excluded from the recruitment process. For the same reason, you shouldn’t use “he” in a job ad. It’s better to use “he or she” or the more direct “you” or “your”.
The job title should also be gender-neutral. Job titles like “hacker,” “guru” or “superhero” often appeal to men but not to women. The last thing you should consider is the list of requirements for the job. Most women strive to meet them all. If they don’t, they won’t apply. So, you should be careful not to list too many requirements.
Why is it important to prevent gender bias?
Gender bias is a problem because it has a negative effect on the level of diversity in your company. You will never reach those ambitious diversity and inclusion goals if there is gender bias in your recruitment process. Besides that, it’s simply unfair to exclude candidates (mostly women) because of their gender. Employees should be assessed solely on their skills and qualifications. Gender bias also means missing out on very talented candidates who could be a real asset to your company.
Want to know more about our Smart Writing Assistant? Click here.