How can you invest in DEIB?

How can you invest in DEIB?

Diversity and inclusion are probably high on your company’s agenda by now. But is it enough to create a workplace where employees feel safe, valued and respected? Maybe not. You might need to do more. Especially if you want to attract and retain the best talent out there. Every employee needs to feel like they belong, regardless of their backgrounds. And how old they are or what their gender is. Focusing on diversity and inclusion is a good place to start. But you’ll need to add equity and belonging. Together, that makes DEIB. So, how do you invest in DEIB? Read on to find out.

3 ways to invest in DEIB

There are several ways to become a more diverse, inclusive and equal workplace. A place where everyone feels like they belong. Discover three ways to do so below.

Offer equal chances to grow

Having a diverse workforce is one thing. But is diversity equally spread throughout the company? We often see that in leadership and at management level, diversity falls behind. Perhaps not every employee feels the same motivation or opportunity to grow. Therefore, it’s wise to invest more in the professional growth of all employees. Help people move upward in the organization through mentorship programs. You could even offer a budget for education and training programs. Because you need diversity at all levels of the organization.

Design an inclusive office space

Welcoming a diverse group of employees also requires an inclusive office space. Does your office have a gender-neutral toilet yet? And is there a place where employees can pray? The office should also be wheelchair-accessible. And there should be a place for new mothers to pump.

Diverse hiring practices

The way to become more diverse is by hiring diverse talent. For this, you need job descriptions that appeal to everyone in your target group. To men and women alike, and to people of all ages and backgrounds.

Textmetrics and DEIB

At Textmetrics, we offer a platform you can use to invest in DEIB. It uses artificial intelligence (AI) algorithms that empower you to improve all written communication. You can use it to write job descriptions that are free of any bias. That’s an important first step in becoming more diverse. And you can use it for writing content that appeals to everyone. Which is what you need to create a culture of belonging.

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

The benefits of an augmented writing platform in recruitment

The benefits of an augmented writing platform in recruitment

An augmented writing platform is a technology that is on the rise. It can best be described as a technology that serves as a writing coach. In recruitment, an augmented writing platform is your virtual assistant when writing job descriptions. Because without realizing it, you could probably do with a little help. Especially, if your company has ambitious diversity and inclusion goals. Is this true for your company? Then your job descriptions need to appeal to as many people as possible from a range of different backgrounds. And that’s not as easy as it sounds. Discover here how an augmented writing platform can help. And what the other benefits of this platform are.

The benefits of an augmented writing platform in recruitment

#1. Remove bias from the recruitment process

Recruiters hire people based on data, but also on feelings. Some bias will always creep in. Even if you try your best to prevent it. Your job descriptions might unintentionally have a more masculine tone of voice. Or they might discourage older people from applying. You can use an augmented writing platform to spot these biases when writing. You’ll know where to adjust your job description to make it appeal to people of all genders and ages.

#2. Attract the right candidate for the job

Of course, you want to receive as many applications as possible. But only if these are from candidates who fit the job description. Because reading through them takes time. And you don’t want to waste that on unqualified candidates. An augmented writing platform can help you write a job description that clearly describes what you’re looking for. One that everyone can understand because you use language level B1. Generally, mismatches happen when the job description is of poor quality.

#3. Save time

Recruitment processes often take quite some time. So, the more time you can save, the better. Especially because you can lose good candidates to competitors if you act too slowly. An augmented writing platform can speed up the process. You’ll need less time to write a good job description. And a good job description will get more responses from qualified candidates. So, you can invite them for an interview faster as well.

The Textmetrics platform – the augmented writing platform

You can use an augmented writing platform to write better job ads. At Textmetrics, we offer an augmented writing platform that you can use to write better job descriptions. Your job posts will have a more gender-neutral tone of voice and will use less jargon. And they will be free of any bias. We’d love to tell you more about how you can benefit from the Textmetrics augmented writing platform.

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

Diversity recruitment – Workplace diversity through recruitment

Diversity recruitment – Workplace diversity through recruitment

Research shows that more and more recruiters say they want to attract a diverse group of candidates. And that they do so with one important goal in mind: to achieve greater diversity in the workplace. They want to reach the diversity and inclusion goals of the company. But that’s not all. Recruiters also realize that companies that recruit and manage a diverse workplace have a competitive advantage. That’s because there is a broader range of skills and experiences present in a diverse company. And because jobseekers favor these organizations over competitors that are less diverse.

But how can you make your workforce more diverse? That’s where diversity recruitment comes in.

What is workplace diversity through diversity recruitment?

Workplace diversity is best described as a workplace that reflects the makeup of society. Diversity is a broader concept in this context than you might think. There are two main categories of diversity in the workplace:

  • Inherent diversity

This has to do with the characteristics that define who someone is as a person. Think of demographic characteristics like race, sex, and age.

  • Acquired diversity

People can also be diverse when it comes to their skills, education, experience, values and knowledge.

There’s evidence of workplace diversity when differences between people are understood, accepted and valued. This means that in diversity recruitment, there is no room for bias. Applicants all need to have the same chance when they apply. Regardless of their age, gender, race, experience and knowledge.

Why workplace diversity is so important

Workplace diversity is important to reach your company’s D&I goals. And to attract a diverse group of talented jobseekers. But there is more. Research shows:

  • …that workforce diversity is a key driver of internal innovation and business growth.
  • …that groups of diverse problem solvers outperform groups of high-ability problem solvers.
  • …that companies with diverse executive boards earn significantly more.
  • …that having multicultural social networks increases creativity.
  • …that every 1% increase in gender and racial diversity is correlated with a 3% to 9% increase in sales revenue, respectively.

Workplace diversity through diversity recruitment and Textmetrics

For workplace diversity, you need a hiring process that is free of bias. In diversity recruitment, candidates from different backgrounds all feel motivated to apply. Women (gender bias) and older people (age bias), for example, often feel excluded. You need to prevent this from happening. That starts with job descriptions that are free of these biases.

The Textmetrics platform can help you write job descriptions that are 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. By implementing those, your job ads will appeal to everyone in your target audience. And you’ll be ready to become a truly diverse workplace.

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

Gender bias: 3 reasons why gender-neutral language matters

Gender bias: 3 reasons why gender-neutral language matters

Have you noticed the increase of attention on gender-neutral language? Recently, it seems more people are aware of the importance of non-sexist language or inclusive language. All terms that gender-neutral language covers. When using gender-neutral language, you avoid words that can be interpreted as biased or discriminative. And all individuals will feel spoken to when they read your content. It helps you with preventing gender bias.

Job descriptions, for example, often have a more male tone of voice. The words used appeal more to men. As a result, women feel less motivated to apply. That’s not the way to go if you’re striving for more gender equality. You need gender-neutral language if you want to eliminate gender bias. And if you want to reach the diversity and inclusion goals you’ve set.

And there are more reasons why gender-neutral language is important. We have listed three of them below.

#1. Shows your commitment to diversity, equality and inclusion (DEI)

As we mentioned above, you’ve probably set yourself diversity, equality and inclusion goals. Sure, this is a way to show that you’re committed to inclusion. And that you strive for a diverse and inclusive workforce. But goals alone don’t really prove anything. Especially if you haven’t reached them yet. 

Using gender-neutral language in your communications is a very visible way of showing your commitment to DEI. It’s important to prevent gender bias. Use it in your job descriptions to attract both male and female candidates. But don’t stop there. If you really are committed, you use gender-neutral language in all your written communications. Showing everyone—customers, candidates and employees—that gender equality really matters to you.

#2. It promotes social change

Language both reflects and shapes how we experience the world. Think of the words policemen, chairmen and councilmen. Women might think that only men can do these jobs. And men might feel they can’t be a flight attendant when companies advertise for a stewardess. Therefore, using more gender-neutral job titles also promotes social change. Obviously this process takes time. But eventually, the belief that people working for the police can only be men, for example, will fade.

#3. Attract and retain customers and employees

Customers and employees place more value on DEI than ever before. Customers prefer to do business with diverse and inclusive companies. And employees want to work at companies where they will experience inclusion and belonging. Increasingly, candidates first research a company to find out how diverse and inclusive they are.

To show how gender diverse you are, you can publish data on your workforce. Do you employ as many women as you do men? And are women represented in management roles? It’s more effective, though, to use gender-neutral language in your communications to show how gender diverse you are. It further demonstrates your commitment to inclusion. You need to use gender-neutral language in all your written communications.

Gender bias – examples of gender-neutral language

It’s clear how important the use of gender-neutral language is. And we’ve already mentioned the policemen, chairmen and councilmen. But what are gender-neutral alternatives for these words? We have listed a few examples below:

  • Policeman – Police officer
  • Chairman – Chair
  • Fireman – Firefighter
  • Sir – To whom it may concern
  • He – He or she
  • Freshman – First-year student
  • Mankind – Humanity
  • Clergymen – Clergy

Also, be aware of using expressions that reinforce gender stereotypes. So, avoid phrases like ‘she runs like a girl’ or ‘men don’t understand’. The same goes for stereotypes and combinations or associations. Using pink for women and blue for men is a good example of this.

The Textmetrics platform: your help with preventing gender bias

Switching to solely gender-neutral language can take time. And it does require some effort. There is a lot you need to pay attention to when writing. The Textmetrics platform makes it all a lot easier. It analyzes your content and gives you suggestions for a more gender-neutral tone of voice. And it also gives you options for words that appeal to both men and women. And when we look at job descriptions. You end up with job ads that appeal to both men and women. Thus, you have access to a diverse group of candidates. It’s the way to reach your diversity and inclusion goals.

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

SEO in job descriptions: it’s easier than you think

SEO in job descriptions: it’s easier than you think

Your job descriptions need to be viewed by as many potential candidates as possible. You want the very best candidates to apply. Including people of different backgrounds, genders and ages. That is the only way to become a more diverse company. But how do you bring your job posting to the attention of the masses? SEO—or search engine optimization—is the answer. Using SEO in your job descriptions makes them easy to find in search engines like Google and Bing. And contrary to what you might think, it’s really not that difficult to optimize your job postings for SEO.

3 steps for SEO in job descriptions

Optimizing your job descriptions for SEO is as easy as following the three steps below.

1. Keyword research

SEO always begins with keyword research. For job ads, you need to find out what job titles candidates in your target group search for. That’s your keyword and the one you need to use in your job description. Even if it means that you have to change the current job title.

2. Use your keyword throughout the job description

You need to use the keyword you found in step one in the most important places in your job description. These are the URL, the page title and the meta description. And you need to use it a few times throughout the job ad. Important places are the first paragraph and one header.

3. Optimize for mobile

A lot of people use their mobile to search for jobs online. So, you need to optimize your job postings for mobile. Your job ads need to function correctly on a small screen. People need to be able to read the text and view the images. And it would be great if they could upload their application from their phone.

SEO in job descriptions and Textmetrics

The Textmetrics platform is really step four in optimizing your job descriptions. It’s a SEO tool to optimize your job ads for SEO. The platform has a special recruitment module for SEO in job descriptions for this. You can also use it to write job descriptions that don’t exclude anyone, but include the right job motivators. And job ads that are perfect for Google for Jobs. You’ll end up with job descriptions that are easy to find online. Just what you need to attract a diverse group of talented candidates.