Inclusive Language Tips for Attracting Top Talent
Is your candidate experience reflecting your company’s DEI efforts?
While many organisations proudly showcase their commitment to diversity, equity, and inclusion, the candidate may tell a different story. An often overlooked but powerful tool to help bridge the gap is the crucial role communication plays in the candidate experience to not only encourage a diverse range of talented candidates, but reaffirm your company’s commitment to building an inclusive workplace.
From the words used in job descriptions to the tone of internal emails, inclusive language can either invite candidates in or unintentionally push them away. Inclusive language signals that your organisation truly values diversity and is committed to creating an equitable and welcoming environment. On the other hand, biased or exclusionary language can deter talented individuals before they even apply.
What is Inclusive Language?
Inclusive language is the intentional use of words and phrases that avoid bias, discrimination, or exclusion. When it comes to job ads specifically, it means that when any person is reading it, they do not feel isolated, unqualified, or deterred due to non-neutral language that can seem bias towards certain groups of people.
Examples of Exclusive vs. Inclusive Language:
- Exclusive: “Looking for a sales rockstar”
Inclusive: “Looking for a sales professional” - Exclusive: “Must be able to lift 50kgs”
Inclusive: “Must be able to move equipment weighing up to 50kgs with assistance if needed”
Why Inclusive Language is Critical in Job Ads
1. It Expands Your Talent Pool
Inclusive language helps your job ad appeal to a wider range of talent, simply by breaking down stereotypes that may have existed in terms of ‘ideal candidate’ profiles.
2. It Helps Reduce Unconscious Bias
Many words or phrases carry unconscious bias that can discourage certain groups from applying. For example, terms like ‘ninja’ or ‘rockstar’ can imply that you’re looking for younger, more masculine candidates. By avoiding such terminology, you create a more welcoming space for all candidates.
3. It Promotes Equity
Equitable hiring practices begin with equitable job descriptions. Candidates want to feel that they will be treated fairly and with respect. Using inclusive language demonstrates that you’re committed to treating all candidates equally.
How to Use Inclusive Language in Job Ads
Here’s our practical tips to help make your job ads more inclusive:
- Use Gender-Neutral Language
Avoid gendered terms like ‘he/she’ or ‘chairman.’ Instead, use neutral pronouns and titles such as:- Use ‘they’ instead of ‘he/she.’
- Replace ‘chairman’ with ‘chair’ or ‘chairperson.’
- Choose Inclusive Job Titles
Titles can be subtly exclusive. For example, replacing ‘salesman’ with ‘salesperson’ or simply ‘sales professional’ ensures you aren’t excluding candidates based on gender. - Avoid Jargon and Buzzwords
Certain terms like ‘guru,’ ‘rockstar,’ or ‘ninja’ can be off-putting to candidates who don’t identify with these labels. Instead, opt for straightforward, role-related terms like ‘expert,’ ‘professional,’ or ‘specialist.’ - Be Clear About Requirements
Avoid listing unnecessary physical or technical requirements that could exclude qualified candidates. For example:- Instead of ‘must lift 50,’ kgs ‘must be able to move equipment weighing up to 50kgs, with assistance if needed.’
- If specific qualifications or years of experience are not strictly necessary, don’t include them, as they can deter otherwise qualified candidates who may have taken different career paths, returning to work or changing career paths but who otherwise have all the required skills.
- Use Inclusive Pronouns and Descriptors
Incorporate non-binary pronouns and avoid language that favors specific genders, such as:- ‘The ideal candidate will demonstrate their skills…’ (instead of using ‘his’ or ‘her’).
- Use phrases like candidates from all backgrounds are encouraged to apply.’
- Avoid Words with Unconscious Bias
Words like ‘competitive’ or ‘aggressive’ may imply a highly masculine or cutthroat environment, which can turn off women and other candidates who might prefer a more collaborative setting. Opt for ‘motivated,’ ‘goal-oriented,’ or ‘driven’ instead. - Use Inclusive Language Tools
Consider using online tools to help assess your job ads for inclusivity. Tools like Textio or the Gender Decoder can help identify problematic language and offer suggestions for more inclusive phrasing. - Showcase Flexibility
Flexibility in the workplace is a proven driver of diversity and inclusion. To help attract a diverse range of talent suitable for the role, consider how flexibility can be incorporated and showcase this in the job ad to demonstrate how worklife blance is valued by your company.
- Accessibility
Are your job ads easily accessed? As well as using a wider range of job boards to promote your open roles to a wider group of talent, consider how they are accessed on your own website and if any technology can be utilised to enable greater accessibility, including how people can apply.
Inclusive Language Beyond Job Ads – Employer Communications
Inclusive language doesn’t stop at job ads. It’s crucial to extend this approach across all employer communications, both internal and external.
- Internal Communication: Use inclusive language in your employee handbooks, training materials, and onboarding documents. When all employees feel represented and valued, it fosters a more inclusive culture that appeals to potential hires.
- External Communication: Ensure that your website, social media posts, and press releases reflect your commitment to DEI. Publicly sharing your diversity efforts and values can attract candidates who prioritize working in inclusive environments.
- Leadership Communication: The tone set by leadership is critical in fostering inclusivity. Leaders should use inclusive language in speeches, emails, and meetings to demonstrate their commitment to DEI and encourage an inclusive workplace culture.
Inclusive language is a powerful tool in the recruitment process, helping companies attract diverse talent and fostering a sense of belonging from the first interaction. By using gender-neutral terms, avoiding jargon, and being mindful of the words we choose, you can create job ads and communication that better reflect your company’s commitment to diversity, equity, and inclusion.
Could your job ads be improved? Start making small changes that reflect big values—and watch as diverse talent starts knocking at your door.