As a recruiter, your job descriptions are so much more than hiring announcements or qualification requirements. They’re the first point of contact between your company and a potential candidate. By incorporating inclusive language into your job description, you can create a compelling and genuinely welcoming posting that gets better results. Here’s why:

1. You’ll attract diverse candidates. Crafting language that is inclusive communicates to applicants from all backgrounds that your company is committed to diversity and inclusivity. You can attract more applicants and build a more varied talent pool by showcasing cultural competencies.
2. You’ll reduce bias. Using inclusive language in job descriptions can assist in removing bias, which may unintentionally discourage members of particular groups from applying. Words and phrases that are gendered, age-specific or culturally biased can alienate qualified candidates and perpetuate systemic inequalities. Some common instances of unconscious bias may include gender bias (feminine and masculine-coded words), age bias (using words like “digital native” or “seasoned professional”), socioeconomic bias (overemphasizing educational requirements) and racial and ethnic bias (overemphasizing “cultural fit”).
3. You’ll promote organizational values. Adopting inclusive language shows that your company values diversity, equity and inclusion. According to an article from Indeed, “Inclusive job descriptions allow you to make a positive impression and send a message that you truly welcome people from all genders, races, religions, abilities and sexual orientations to apply.”
4. You’ll help to improve employee retention. The hiring process is the first step in establishing an inclusive workplace. Employers can foster an inclusive culture and increase employee satisfaction and retention rates among diverse talent by utilizing inclusive language in job postings. Author Matt Tenney writes, “Diverse team members can bring a variety of diverse perspectives that boost creativity and problem-solving efforts, which can improve performance and help all team members engage more with their work. High engagement is conducive to high retention.”
5. You’ll be legally compliant. Using inclusive language is required by law in many places, making it more than just a matter of good practice. Businesses may be subject to legal risks and potential discrimination lawsuits if job advertising contains discriminatory wording.

By using inclusive language, you elevate your recruitment communications. Instead of telling the world that you’re “hiring qualified candidates,” create a more welcoming and inclusive tone by saying, “welcoming talented individuals.”

If you’re curious to see how well you’re using inclusive language already, get a free assessment from our team.

The term “diversity” is popping up more and more in in the news and within our organizations. Why? Diversity is great for business—it’s a key driver of innovation, and it’s crucial for companies that want to attract top talent. Diversity and inclusion (D&I) is no longer just “training” that your employer requires you to complete—it’s a crucial factor in the culture of successful organizations. Read this case history about how Sodexo used D&I to improve employee engagement and foster creativity.

Have you ever wondered how D&I affects your brand?Read full post...

The Oakland A’s announced they are hosting their very first LGBT Pride Night.

Indiana could learn something from California, or at least from a member of the Oakland Athletics.

Diversity has been on the minds of everyone in the country this week. Obviously, we have all heard about the religious-freedom law that Indiana just “secretly” not-so-secretly passed. I am positive that if you did not have an opinion one way or the other about LGBTQ rights, you do now. It saddens me that this is where this country is at, and these are the stories in the headlines. I also recognize that even bad publicity is good publicity or at least is creating awareness. Read full post...

A baseball player from Bloomsburg University tweeted a shocking and unforgivable comment. The tweet was about Mo’ne Davis, the amazing young athlete who became an instant sensation during last year’s Little League World Series. In case you missed it:

If you didn’t know, one of our Aloysius Butler & Clark offices is located in Bloomsburg, PA. Read full post...

Diversity can be a huge recruitment differentiator.

Hospitals and healthcare systems that promote rewarding team-oriented work environments surely get their fair share of physician candidates. But those who champion inclusion and diversity in their workplaces often fare even better.Read full post...

No longer just for boys and girls

On February 13, social media giant Facebook took a courageous step forward by improving its gender identity feature. Previously it only offered “male” or “female” as a user’s choices. It now lists over 50 possibilities, along with pronouns the user can choose to let friends know how they would like to be referred to publicly. Facebook’s message is forward thinking and clear—it wants its users to know that it recognizes the large spectrum of gender identity. It also wants users to feel comfortable and included, no matter where they identify on that spectrum.

There were many reactions to this change, from positive to ambivalent to negative; but the LGBTQ community certainly has reason to celebrate. Surely there will be people for whom this change means nothing—but for the users this does impact, it could mean everything.Read full post...

Popular? Maybe. Appalling? Absolutely!

Lack of diversity affects our lives personally and professionally. In this country, equality for everyone — minority, gay, lesbian, bisexual and transgender — seems like a simple concept. Sadly, I struggle every day to understand why it is not.

Challenges such as marriage equality and feeling safe in the workplace (Employment Non-Discrimination Act) are joined by a multitude of other forms of inequality, such as sexism, racial profiling and gender bias. These issues appear in abundance on the Internet and social media, and on sites you might not expect.

Recently Adweek published an article entitled “Powerful Ads Use Real Google Searches to Show the Scope of Sexism Worldwide.” The campaign, created by UN Women, uses Google’s autocomplete search feature to show how gender inequality is a worldwide epidemic. The study used search qualifiers like “women shouldn’t,” “women need to,” and “women cannot.” Read full post...

From a branding perspective, the HRC’s social media initiative linked to its logo speaks volumes about the importance of brand awareness — for any company.

On Tuesday, March 26, social media experienced a huge surge from Facebook page owners across the globe. In reaction to the Supreme Court’s discussion of DOMA (The Defense of Marriage Act) and California’s Proposition 8, which recognizes only opposite-sex marriages, The Human Rights Campaign (HRC) asked its followers to change their Facebook profile pictures to a red equal sign, to signify love.

This simple request caused a massive spike in user profile picture changes, as an estimated 2.7 million Facebook users responded to the HRC’s appeal. (Did you, or any of your friends?) It amounted to a 120% increase in Facebook profile picture changes from the week before, with many people even developing their own creative version of the symbol. Read full post...