In recent years, a growing number of companies have stated that diversity and inclusion in the workplace are their top priority. Because the more diverse the workplace is, the more profitable it will be in comparison with less diverse companies. Now more than ever, companies don’t simply say that they value diversity, they act on it as well. But how do you create a more diverse and inclusive workforce? What is inclusive hiring, and what is diversity recruitment?
Diversity recruitment for more inclusive hiring
Diversity recruitment and inclusive hiring means you take special care to ensure that your hiring procedures are free of biases related to the age, race, gender, religion, sexual orientation, and other personal characteristics of a candidate that don’t affect how they will perform on the job. Because when your hiring procedures are free of these biases, you no longer ignore, turn off or accidentally discriminate qualified, diverse candidates who are a great fit for your company. Succeeding in inclusive hiring is the first step to more diversity and inclusion. But what does it take to do so?
Inclusive job descriptions
Job descriptions play a crucial role in your hiring procedures, so it’s no wonder that the degree of diversity and inclusion in your workforce starts here. Research shows that job descriptions have a tendency to use a more masculine tone of voice. They often contain more stereotypically masculine words, like “ambitious”, “dominate”, and “challenging”. The problem with using too many of these words is that women will be less likely to apply for your job. Writing more gender-neutral job descriptions is key to persuading both men and women to apply.
Augmented writing tools and diversity recruitment
At Textmetrics, we offer an augmented writing platform that uses algorithms to help you write inclusive job descriptions and attract diverse candidates. Your job post will have a more gender-neutral tone of voice and will contain words that appeal to both men and women. You’ll also eliminate unnecessary jargon, replacing overly complex phrases with terms that everyone can understand.
On top of that, you can use this platform to assess the readability of your job description. Your readability score will tell you how easy or difficult it is for someone to understand your job description. Lastly, you can scan your job description for age discrimination, making you aware of any unintended age bias.
Ensuring your job descriptions are free of bias is the first step to more diversity and inclusion in the workforce.