Publishing inclusive content is a must if you want to appeal to a large group of people. People who differ in age, gender, religion and background. Do you fail to use inclusive language? Then some people may feel excluded. And what if these people belong to your target group? Then you significantly limit your recruiting process.
On top of that, using inclusive language is an important step toward being a diverse and inclusive organization. You need it to reach your diversity and inclusion goals. It must be part of all the content you publish—especially your job descriptions. This is where a more diverse and inclusive workforce begins.
The importance of inclusive content
Do you want to reach almost every single person in your target group? And be an inclusive company? Then you need to publish inclusive content. It’s as simple as that. Using inclusive language means you acknowledge that your target group consists of different kinds of people. People of different ages, genders, religions and backgrounds. Do you successfully do so? Then no-one will feel excluded by the content you have written for your target audience.
For inclusive language, the following rules are very important:
- Write in a human-centered, gender-neutral way, rather than using only he/she.
- Address the reader directly, using “you”.
- Do not distinguish based on age.
- Avoid stereotypical words and/or associations. You use these more often than you think. Pink for women, blue for men.
- Apply the WCAG guidelines.
Textmetrics – the augmented writing platform for inclusive content
An augmented writing platform is a technology that serves as a writing coach. This is also what the Textmetrics platform is. It is available in 12 different languages, and it gives you suggestions on the language used while you’re writing.
The rules for inclusive language are quite a list to remember. The Textmetrics augmented writing platform, but can implement these rules for you through the suggestions you receive. You use the D&I module for this. This is just one of the different modules the Textmetrics augmented writing platform offers. It gives suggestions on inclusion and gender bias for example. Leaving you with inclusive content that will appeal to everyone in your target group. Perfect for your D&I goals!
A workforce doesn’t just happen to be diverse. You’ll need to reach a diverse group of people when recruiting. Your recruitment strategy needs to put people first. It should focus on their talents. Not on their age, race or gender.
What is diversity recruitment?
Diversity recruitment is about having your workforce look like society. Your workforce should be diverse in terms of age and gender. And in terms of race, sexual orientation and religion. We call this inherent diversity. It’s about characteristics that define who someone is as a person. People can also be diverse when it comes to their skills, education, experience, values and knowledge. This is called acquired diversity, and it’s about things that can evolve and develop over time.
To achieve diversity in the workforce, you’ll need a hiring process free from biases. All applicants need to have an equal chance at consideration for the job. Regardless of their age, gender, race and more. For more diversity in the workforce, a successful diversity recruitment strategy is key.
Why is diversity recruitment so important?
Diversity recruitment is the only way to achieve a more diverse workforce. And a diverse workforce is important for a number of reasons. Including those we’ve already mentioned above. People who are part of a diverse workforce are more productive and creative. They also perform better. And are better at solving problems. This results in them making better decisions, leading to better results.
A more diverse workforce means there is:
- a broader range of skills and experiences present in the company.
- more language and cultural awareness.
- a larger candidate pool to hire from.
This makes it easier to find the talented people you’re looking for. The ones who can really contribute to the success of your company.
It’s clear why diversity recruitment is so important. If you want to keep up or stay ahead of the competition, you can’t do without a diverse workforce. Maybe your company already has ambitious diversity and inclusion goals. Then diversity recruitment is the best way to reach them. In times like these, when society is screaming out for more diversity and inclusion, you can’t risk falling behind.
The role Textmetrics can play in diversity recruitment
For diversity recruitment, you’ll need a hiring process that is free of biases. Often, unintentionally, job descriptions are biased. With age and gender being the most common. Older people are often discouraged from applying. And the same goes for women. This has to do with the language used. Most of the time this isn’t inclusive.
The Textmetrics platform can help you write job descriptions. And using more inclusive language. This means that your writing will be free of biases. To achieve this, the platform uses algorithms based on artificial intelligence to read and analyze your content. You’ll then receive real-time suggestions for improvements. This will help you to prevent age bias. And of course gender bias as well.
Has your company set ambitious diversity and inclusion goals? Then you’ll need a successful diversity recruitment strategy to reach them. You want to hire a diverse range of people. Diverse when it comes to age, gender, race, sexual orientation and religion. And diverse in terms of skills, education, experience, values and knowledge. That is what diversity recruitment is all about.
The more diverse your company is, the more productive and innovative it is. And there are more benefits to a successful diversity recruitment strategy. It also leads to better performance and a wider range of skills and experience in the workforce. During recruitment, it means you’ll have a larger candidate pool to hire talented candidates from.
The ‘what’ and ‘why’ of diversity recruitment are clear. Up next, we’ll tell you all about the ‘how’.
How to improve diversity recruitment?
There are several ways to improve your company’s diversity recruitment strategy. We have listed the 5 most important ways below.
1. Develop an employer brand that showcases your diversity
Do you want a diverse group to apply for your jobs? Then you’ll need to appeal to all of them. To do so, you’ll need an employer brand known for valuing diversity. Your employees play an important role here. You can use their stories and experiences to show how diverse your workforce is.
2. Use AI/technologies
Artificial intelligence (AI) is a great technology to increase the diversity in your recruitment strategy. One thing it can help you with is removing bias when recruiters screen candidates’ resumes. An AI-driven platform can scan the resumes for you, eliminating the need for recruiters to make the first selection.
3. SEO optimization/optimize for Google for jobs
Do you want as many people as possible to get to see your job descriptions? Then you’ll need to optimize your job descriptions for SEO and Google for Jobs. That’s important because the more people you reach, the greater the diversity of the candidates who apply.
4. Use inclusive language
When you use inclusive language, you minimize the group that feels excluded. Job descriptions often contain more masculine words (gender bias). Or exclude older people (age bias). These forms or bias can be removed with inclusive writing.
5. Attract diverse talent pool
Use social media and job boards known for their diversity to advertise your job descriptions. A diverse talent pool is within your reach.
How Textmetrics can help with your diversity recruitment strategy
The Textmetrics platform can help you with a diversity recruitment strategy. With the focus on the improvement of this strategy. For this, it uses algorithms based on artificial intelligence to read and analyze your content. You’ll then receive real-time suggestions for improvements that will help you:
- develop the right employer brand (one that showcases your diversity);
- optimize your job descriptions for SEO and Google for Jobs;
- use more inclusive language (free from biases); and
- find the right tone of voice for everyone in your target group.
Curious about the platform? And how you can work on a diversity recruitment strategy? Let us know. We’d love to tell you all about it.
Ambitionierte Diversity and Inclusion Goals (D&I), also Ziele in Bezug auf Vielfalt und Eingliederung, sind für Recruiter, oder auch Personalvermittler, eine echte Herausforderung. Denn eine vielfältige und integrative Belegschaft beginnt mit der Einstellung von Bewerbern mit unterschiedlichen Hintergründen, wie zum Beispiel Alter und Geschlecht. Dazu müssen Sie integrative Stellenbeschreibungen verfassen, die eine vielfältige Gruppe von Bewerbern anspricht und überzeugt sich zu bewerben. Oft haben Stellenbeschreibungen ungewollt einen eher männlichen Tonfall und richten sich an jüngere Bewerber. Hier ist eine Augmented-Writing-Plattform, auch erweiterte Schreibplattform genannt, gefragt.
Welche Rolle kann eine Augmented-Writing-Plattform während des Recruiting spielen? Und wie kann es Ihnen helfen, Ihre D&I-Ziele zu erreichen?
Um eine vielfältige Gruppe von Bewerbern zu erreichen, müssen Sie Stellenbeschreibungen verfassen die ein breites Spektrum an Menschen ansprechen. Im Grunde geht es darum, Stellenbeschreibungen zu verfassen, die alle Mitglieder Ihrer Zielgruppe ansprechen. Unabhängig von deren Alter, Geschlecht oder Hintergrund. Was Sie tun müssen, ist:
- Schreiben Sie die Anforderungen der Stelle klar und deutlich auf.
- Ermitteln Sie die richtigen Pull-Faktoren, d. h. die Faktoren, die den Bewerber dazu bewegen, sich zu bewerben.
- Achten Sie darauf, dass in der Stellenbeschreibung immer ein korrektes Diversity Statement enthalten ist. Sprich eine Erklärung welche ihre Einstellung bezüglich einer vielfältigen Belegschaft darstellt.
- Vermeiden Sie Altersdiskriminierung indem Sie alters neutrale Wörter und Formulierungen verwenden.
- Stellen Sie sicher, dass Ihre Stellenbeschreibungen verständlich und nicht zu komplex sind.
- Wenden Sie die in den WCAG dargelegten Regeln an.
- Verwenden Sie keine verbotenen Wörter.
- Verwenden Sie Berufsbezeichnungen, die für beide Geschlechter gelten
- Vermeiden Sie Stereotypen und Kombinationen oder Assoziationen. Die Verwendung von Rosa für Frauen und Blau für Männer ist ein gutes Beispiel dafür.
Warum brauchen Sie hier eine Augmented-Writing-Plattform? Weil es ist nicht so einfach die oben genannten Regeln in jeder Stellenbeschreibung umzusetzen. Und es ist auch nicht so einfach, wie es scheint, es richtig zu machen.
Eine Augmented-Writing-Plattform für das Recruiting
Eine Augmented-Writing-Plattform kann am besten als eine Technologie beschrieben werden die als Schreibcoach dient. Anstatt also die Regeln für inklusives Schreiben selbst umsetzen zu müssen, kann eine Augmented-Writing-Plattform dies für Sie tun. Vielleicht schließen Sie ältere Menschen aus ohne es zu wissen, oder Sie verwenden in Ihren Stellenbeschreibungen einen eher maskulinen Tonfall. Eine Augmented-Writing-Plattform weist Sie auf diese Dinge hin und gibt Ihnen Vorschläge für einen inklusiveren Tonfall.
Die Textmetrics Augmented-Writing-Plattform hilft Ihnen, vielfältigere und integrativere Stellenbeschreibungen zu erstellen. Unsere Platform verwendet Künstliche Intelligenz welche ihren Text liest, analysiert und Ihnen Verbesserungsvorschläge in echtzeit liefert. Die Plattform ersetzt sie nicht als Autor aber sie kann ihnen helfen inklusivere Stellenbeschreibungen zu verfassen die dabei helfen die D&I-Ziele Ihres Unternehmens zu erreichen.
If your company has set ambitious diversity and inclusion goals, you’ve probably already noticed that these aren’t that easy to reach. What you probably don’t know is that job descriptions play a key role here. In particular, the readability of these job descriptions. This is because most job descriptions are too complex for a large and diverse group of people to understand. Especially now that the average reading level is dropping, chances are that your job descriptions are written at a level that only a small percentage of people can understand or are motivated to read.
What you’ll need to do to reach as many candidates as possible is write your job descriptions at B1 level. But what is B1 level? And how do you write at this level?
The Common European Framework of Reference (CEFR)
To improve the readability of your job descriptions, you’ll need to write them at B1 level. But what does this mean? In Europe, the CEFR specifies three language levels: A, B and C. These are divided into two sublevels: 1 and 2. Language level A1 is the lowest (easiest to understand) and C2 is the highest (most difficult to understand). Most people (about 80% of the population) are able to read and understand content written at B1 level. So if you want to reach as many candidates as possible, you’ll need to write at B1. That’s the only way that job descriptions can help you reach your D&I goals.
Job descriptions at B1 level
Job descriptions that are too complex only reach about 40% of your target group. Do you manage to write your job descriptions at B1 level? Then you might reach as much as 80% of your target group. That’s worth the effort. But how do you write at B1 level? You should:
- Refrain from using difficult words and instead use words that everyone is familiar with.
- Keep your sentences short, active and easy to read.
- Don’t forget to give your job description a clear title and subheadings.
- Add bullet points and keep your paragraphs short.
- Use readable fonts and enough white space.
By doing so, most of your target group can fully understand what you’re looking for in a candidate. In addition, people who suffer from dyslexia or who aren’t native speakers of the language you’re writing in can also understand your job description.
A little help from innovation
The readability of your job descriptions is extremely important if you want a diverse workforce and wish to reach your D&I goals. Following the rules for writing at B1 level can help you here, but they might prove more difficult than they seem. What you’ll need is a little help from technology.
The Textmetrics platform uses AI algorithms to assess the readability of your job descriptions, and it gives you suggestions on how to reach the desired B1 level. This is truly as easy as it sounds. All you need to do is follow the instructions you’re given. Before you know it, you’ll get more applications from candidates who contribute greatly to your goal of a more diverse workforce.