von Martin Viktor | Aug 12, 2022
How are your efforts toward building a diverse and inclusive workplace coming along? Has it been harder to reach your diversity and inclusion goals than you thought? That’s a shame. Because the importance of diversity in the workplace is beyond question. You probably already know that it increases a company’s productivity. And it also makes the company more socially relevant. On top of that, young talent is more likely to want to work for you. And you benefit from an increase in profit. But that’s not all. There are more reasons why diversity in the workplace is important. We’ll discuss these below.
Five reasons why diversity in the workplace is important
A more diverse and inclusive workplace has a number of important benefits. We list five of them below:
Especially in times when staff is scarce, it’s important to have a big pool of talent to source from. If you aim to reach people from many different backgrounds, there are more potential candidates to choose from. And it’s easier to find the most talented candidate out there.
Employees feel heard and appreciated when working for a diverse and inclusive company. When they truly feel like they belong (no matter what their background is), they are more satisfied at work.
People from different backgrounds bring with them various types of knowledge, experience, and ways of thinking. This will improve the innovative strength of your company.
Diversity is essential for building a strong employer brand. In particular, younger employees value a diverse workforce. The more diverse your workforce, the more applicants from different backgrounds you’ll attract.
Companies with a diverse workforce can respond to new developments in the market more quickly. This gives you an advantage over competitors who are less diverse and inclusive.
Use Textmetrics to build a more diverse workforce
As you have just seen, a more diverse workforce generates a lot of important advantages. At Textmetrics, we’d like to help you hire more diverse candidates. Because becoming more diverse starts with the hiring process. Our platform uses algorithms based on artificial intelligence to read and analyze your job descriptions. It then gives you real-time suggestions for improvements.
You can use the platform to write job descriptions that are free of bias. Job ads that appeal to people of all ages, genders, and backgrounds. By implementing the suggestions the platform offers, your job description will appeal to everyone in your target group. And you’ll be ready to build a truly diverse team.
Want to try Textmetrics? Click here for a free trial!
von Martin Viktor | Aug 5, 2022
For quite some years now, companies have put a lot of effort into building a diverse, engaged and successful workforce. A place where everyone feels welcomed and heard. Diversity and inclusion goals play an important role here. But just focusing on diversity and inclusion is not enough anymore. To create a workplace culture that welcomes everyone and attracts talent, you’ll need a DEIB program. DEIB is short for diversity, equity, inclusion and belonging. The last one, belonging, deserves some extra attention. But why does belonging matters so much in the workplace? And why is now the time to add it to your strategy? You can find out here.
What does belonging mean?
Belonging is all about inviting people to be themselves at all times. They shouldn’t need to behave differently or be a different person when at work. Instead, people should be encouraged to feel comfortable in their own skin. They must feel safe enough to bring their own ideas to the table. Because it’s the ideas and talents of a variety of people that companies benefit from. DEIB efforts are not just aimed at including everyone. They are also meant to increase company performance, innovation, and revenue.
Why does belonging matter in the workplace?
Belonging is an essential part of a DEIB strategy. A strong sense of belonging means people feel genuinely welcomed to participate. When people feel accepted and part of something, they are more willing to support one another. And to support the goals of the organization. Employee satisfaction will go up when people truly feel like they belong. This is important for retaining employees and for attracting new talent as well. Once potential candidates learn how happy current employees are, it’s more likely that they want to work for you. In times like these, when staff is scarce, this is more important than ever.
Textmetrics and DEIB
At Textmetrics, we offer a platform you can use for your DEIB program. 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 in the organization. That’s important if you want to create a culture of true belonging. And if you wish to benefit from all the advantages that has to offer.
Want to try Textmetrics? Click here for a free trial!
von Martin Viktor | Jul 8, 2022
How are your company’s diversity efforts coming along? Do you succeed in hiring people of different backgrounds, ages, and genders? Or do your diversity and inclusion goals seem to be out of reach? If so, there is some work to be done on your diversity recruitment strategy. But diversity recruitment is not as simple as it might seem. It’s all about hiring a team that reflects the general makeup of society. Women, men, and people of all ages, races, religions, and backgrounds. But also people with different experiences, skills and knowledge. How do you reach out to all of these people?
How improve your diversity recruitment strategy
When your diversity recruitment strategy doesn’t lead to the desired effects, something needs to be done. How else are you going to reach your diversity and inclusion goals? The three tips below can help you further improve your diversity recruitment strategy:
- Develop an employer brand that showcases diversity
A strong employer brand that is known for valuing diversity is important. People from different backgrounds all need to feel welcome at your company. Do they see you as a company that values diversity in a team? Then it’s more likely that they will want to work for you. You can develop a strong employer brand by encouraging current employees to talk about your business. For employer branding, it’s also important to work on your written communication. That you value diversity needs to be reflected in everything you publish.
In recruitment, bias often sneaks in. Unintentionally, you might invite more men than women for a job interview. Or you might consider all older employees to be too experienced to work for your company. To remove this bias, you can use blind resumes. By doing so, you invite people purely based on their education, skills, and experience.
- Remove bias from your job ads
Job descriptions are also part of the recruitment process. Here, bias prevents some groups of people from applying. Sometimes women don’t feel spoken to, or words you use discourage older people from applying. To prevent this from happening, you should use inclusive language. When you use inclusive language, you minimize the number of people who feel excluded. Things like gender bias and age bias become a thing of the past.
Use Textmetrics to improve your diversity recruitment strategy
You can use Textmetrics platform to improve your diversity recruitment strategy. Using algorithms based on artificial intelligence, it reads and analyzes your content. And it then gives you real-time suggestions for improvements. These improvements will help you:
- use more inclusive language to write job descriptions that are free of bias;
- develop the right employer brand; and
- find the right tone of voice for everyone in your target group.
Want to know more about our Smart Writing Assistant? Click here.
von Martin Viktor | Jun 15, 2022
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!
von Martin Viktor | Mai 31, 2022
Do you ever wonder why so few potential candidates apply to your jobs? You put all of this effort into writing good job descriptions. And you give them a prominent place on your website. But do you also optimize your job descriptions for SEO? Probably not. Most jobseekers use a search engine to look for a new job. They enter the name of the type of job they are interested in. Often, they also mention the city or region where they want to work. The results that pop up in the search engine is where your job ad needs to be listed. Preferably somewhere at the top of the page. You need to use SEO in job descriptions to make this happen.
Job descriptions optimized for SEO
Optimizing your job descriptions for SEO starts with keyword research. What keywords do job applicants search for when they are looking for a job like yours? Remember that it’s important to use the keywords your target group would use. It’s tempting to give your job a really fancy name. But if jobseekers aren’t using this to search for a similar job, they will never find your job ad.
When it comes to SEO in job descriptions, it’s important to:
- Mention the keyword in the job title. Preferably also add the location to the job title, since a lot of jobseekers include this, too. Call the job title what it is. It shouldn’t be too long and include any jargon. Instead, you should use clear, plain language.
- Mention the keyword in the subtitle, first paragraph and a few times in the job description. Don’t overdo it here. Keyword stuffing is not okay. Also, try to mention some synonyms and don’t use more than three to four variations of the keyword.
- Add a page title and meta description to your job ad. And don’t forget to mention the keyword in both of them.
Use Textmetrics for SEO in job descriptions
To find the perfect candidate for your job, jobseekers need to be able to find your job ad online. Implementing SEO in job descriptions is what you need to do. It’s especially important if you wish to become a more diverse and inclusive company. Because for that to happen, you need to reach your whole target group with your job ad.
But how can you be sure that your job description is optimized for SEO? By using the Textmetrics platform! It has a special recruitment module to implement SEO in job descriptions. And it provides you with real-time suggestions for improvements. Perhaps you need to mention the keyword once more in a subtitle. The platform will give you an SEO score and will tell you exactly what to do to improve it. You’ll end up with job descriptions that have the perfect SEO score and are easy to find online.
Want to try Textmetrics? Click here for a free trial!