Have you spent a lot of your time in recent years on diversity and inclusion? Then you’ve probably noticed how difficult it is to achieve your diversity and inclusion goals. An important reason for this difficulty is the language you use for the written content you publish. Job ads, newsletters, and blog posts—you write them with the intention to reach as many people as possible. Unfortunately, this is easier said than done. We often stumble over the same writing mistakes. Luckily, these mistakes can be prevented by using an augmented writing platform. Discover all there is to know about this below.
Inclusive writing with an augmented writing platform
You want to reach everyone in your target group with the content you write. And you don’t want to exclude anyone. Inclusive writing is key. If you follow the rules for inclusive writing below, your diversity and inclusion goals become a lot easier to reach.
- Write in a human-centered, gender-neutral way, rather than using only he/she.
- Address the reader directly, using “you”.
- Do not discriminate based on age or gender.
- Avoid stereotypical words and/or associations. You use these more often than you think. Pink for women, blue for men, for example.
- Apply the WCAG guidelines.
Three common writing mistakes
When it comes to inclusive writing, there are three common writing mistakes many of us make.
- The language level is too difficult for everyone to understand
A lot of the written content companies publish is too difficult for most people. The language level exceeds level B1, which is the language level that most people understand. To write at language level B1, you should:
- Use words that everyone knows.
- Write short sentences that are easy to read.
- Use bullet points and keep paragraphs short.
- Use clear headings and subheadings.
- There is bias in the content you write
Unfortunately, bias is very common. Written content frequently has a more masculine tone of voice (gender bias). This means that women don’t feel spoken to when they read it. Age bias is also very common. Especially in job ads, where older people often feel that they are encouraged not to apply.
- The content is not accessible to everyone
Most of the content you write is published online. Approximately 25% of all internet users have a disability. These internet users might have difficulty hearing, suffer from limited eyesight, or are sensitive to light. For these people, it’s important to ensure that digital accessibility is taken care of. That’s the only way to reach everyone in your target group.
Textmetrics – your augmented writing platform
It’s clear why avoiding the three writing mistakes above is important. Inclusive writing, however, is not as easy as it might sound. There are a lot of things that you need to consider. Luckily, there is such a thing as an augmented writing platform. This can best be described as a technology that serves as a writing coach. It makes implementing the rules for inclusive writing a lot easier.
The Textmetrics platform is an augmented writing platform that gives you suggestions on:
- The right tone of voice for your content.
- How to avoid bias.
- How to write at language level B1.
- How to avoid words that are too difficult for your target group.
Want to know more about our Smart Writing Assistant? Click here.
Ever wondered how you can get your job ads out to all the right people? The answer is simple. A ranking on the first page of search engines like Google will do the trick. But how do you get your job ads featured there? That’s where SEO comes in. It’s short for search engine optimization. By using SEO in job descriptions, the algorithms of search engines will reward you with a high ranking. You need this if you want to reach your entire target group. Which is what you want because you’ll receive more applications from talented candidates. And it will be easier to reach your diversity and inclusion goals. But how do you include SEO in your job descriptions? We’ll tell you that below.
3 SEO job descriptions techniques
Optimizing your job descriptions for SEO isn’t as difficult as you might think. Especially if you follow our three tips for writing SEO job descriptions below.
Use the right keywords – SEO always starts with keyword research. What do people using search engines search for when they are looking for a job? You can use keyword research tools for this. Have you found the keyword you need to optimize your job ad for? Then don’t forget to use that keyword in the right way. You need to mention it in the title, subtitle, first paragraph, and a few more times in the job ad.
Write straightforward job titles – The job title should include the keyword you’re optimizing your job ad for. It’s also a good idea to add the location. A lot of jobseekers include their desired location in their search query. Always remember not to overcomplicate the job title. Instead, keep it straightforward. You can also add whether the position is full-time or part-time.
Focus on readability – SEO is about more than just adding keywords to your job descriptions. Your job ads also need to be readable. Lengthy paragraphs, for example, won’t encourage candidates to apply. On the contrary, they will scare candidates away. On top of that, they won’t do any good for your ranking in the search engines. Readability is highly appreciated by candidates and search engines. You should not forget about that.
Use Textmetrics to write SEO job descriptions
The Textmetrics platform has a special recruitment module to write SEO job descriptions. It provides you with real-time suggestions for improvements. Perhaps you need to mention the keyword once more in your job ad. Or you forgot to add the keyword to a subtitle. The platform will also give your job ads a readability score. You might need to shorten some sentences to increase the readability, for example. Have you implemented all of the suggestions the platform has given you? Then you’ll have job descriptions with the perfect SEO score and that are easy to find online. Just what you need to attract a diverse group of talented candidates.
Want to know more about our Smart Writing Assistant? Click here
How is shaping your diversity, equity, and inclusion program going? Are the goals clear? And do you know how you’re going to reach them? Or could this all do with a bit more attention? If the answer to the last question is ‘Yes’, you might need to hire a chief diversity officer. This relatively new position is growing in importance and popularity. And there is a good reason for that. Companies are increasingly seeking to create a more diverse and inclusive workforce. The chief diversity officer is the person who makes that happen.
But how do you find the perfect person for the job? Read on to discover what to keep in mind when you’re writing a chief diversity officer job description.
What does a chief diversity officer do?
To write a chief diversity officer job description, you need to know what duties and responsibilities this person has. The list is long, but we’ll give you an overview of the most important tasks. A chief diversity officer:
- sets diversity goals and comes up with DEI programs;
- facilitates diverse hiring practices;
- creates diversity training material;
- addresses problematic behavior related to DEI;
- stays on top of trends, laws, and regulations influencing DEI programs.
What skills does a chief diversity officer need?
A successful chief diversity officer masters at least the following four skills and competencies:
Education – A chief diversity officer has a degree or higher education related to business or sociology. It’s a big plus if DEI projects were part of their studies.
Empathy – A long track record of empathy is an essential skill for a chief diversity officer. You want to find a sensitive and understanding person. Someone who is eager to hear from people from different backgrounds. Especially since a chief diversity officer needs to lobby for a work environment in which everyone can thrive.
Experience – Previous experience in a similar job is always a big plus. But since this is a relatively new position, that might not always be the case. Experience in management, HR, or marketing is also a good place to start.
Good communication and strategic planning – A chief diversity officer needs to have outstanding communication skills. They deal with many sensitive and personal issues. And they use these to develop an effective strategic plan for DEI initiatives. This plan then needs to be communicated to everyone in the company.
Use Textmetrics to write a chief diversity officer job description
Chief diversity officer is a relatively new job. It can be challenging to find the right. You’ll need to write a good job description. One that appeals to as many people as possible. To men and women alike, and to people of all ages. And it needs to be easy to find online.
You can use the Textmetrics platform to write your chief diversity officer job description. It should be an inclusive job description that appeals to many. A job post that has a more gender-neutral tone of voice and appeals to both men and women. And one that can be optimized for SEO and Google for Jobs.
Want to know more about our Smart Writing Assistant? Click here.
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!