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What are the best ways to promote language diversity in job descriptions?

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Language diversity is an important aspect of diversity, equity, and inclusion (DEI) in the workplace. It reflects the variety of languages, dialects, accents, and communication styles that employees and candidates bring to the table. Language diversity can enhance creativity, collaboration, and customer service, as well as foster a more inclusive culture. However, language diversity can also pose some challenges for human resources (HR) professionals, especially when it comes to writing job descriptions. Job descriptions are the first point of contact between an organization and potential applicants, and they can influence who applies, who gets hired, and who feels welcome. Therefore, it is essential to promote language diversity in job descriptions, both to attract and retain diverse talent, and to comply with legal and ethical standards. In this article, we will share some of the best ways to promote language diversity in job descriptions, and how to avoid common pitfalls and biases.

本文章的要点总结

Simplify your language:

Use clear, simple terms in job descriptions to make them accessible to everyone. Avoid jargon and idioms to ensure non-native speakers understand the role's requirements.### *Showcase relevant language skills:Clearly specify any required or preferred language proficiencies. This attracts diverse candidates who meet the job's needs and fosters an inclusive workspace.

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1 Use clear and simple language

One of the best ways to promote language diversity in job descriptions is to use clear and simple language that is easy to understand and accessible to a wide range of readers. Avoid using jargon, acronyms, slang, or idioms that may confuse or alienate non-native speakers or people from different cultural backgrounds. Instead, use plain and precise words that convey the main requirements and expectations of the role. For example, instead of saying "You will liaise with stakeholders and leverage synergies across the board", you could say "You will communicate with partners and work together to achieve common goals". Using clear and simple language will also help you avoid legal issues, such as discrimination claims or misrepresentation of the job.

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Luiz Eli Philot Morais

Talent Acquisition Specialist | Tech Recruiter | Learning & Development | Psicólogo Clínico | DE&I
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Em primeiro lugar, é crucial evitar o uso de jarg?es específicos da língua dominante ou regional, optando por uma linguagem mais inclusiva e neutra. Além disso, oferecer as descri??es de cargos em múltiplos idiomas ou fornecer tradu??es para os candidatos que falam línguas diferentes pode ampliar o alcance e atrair um grupo mais diversificado de candidatos. Incluir declara??es sobre o compromisso da empresa com a diversidade e a inclus?o também pode ajudar a demonstrar um ambiente acolhedor para pessoas de diferentes origens linguísticas. Por fim, garantir que as exigências de idioma sejam estritamente relacionadas às necessidades reais do cargo e n?o discriminatórias é essencial para promover a diversidade linguística de forma eficaz.

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Mateus Moura

Especialista em Departamento Pessoal, Pós-graduado em eSocial, Legisla??o Trabalhista & Adm. de Pessoas, Graduado em Gest?o de Recursos Humanos e Cursando Ciências Contábeis.
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Quando se trata de promover a diversidade linguística nas descri??es de cargos, uma das melhores abordagens é manter a linguagem clara e simples. Isso significa evitar jarg?es complicados, siglas confusas e gírias que podem deixar algumas pessoas perplexas ou excluídas. A ideia é fazer com que a descri??o seja acessível a uma ampla gama de leitores, independentemente de sua origem linguística ou cultural. Ao redigir uma descri??o de cargo, é importante usar palavras simples e precisas que transmitam claramente os requisitos e expectativas da fun??o.

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Shubham Uike

LinkedIn Top Voice 43x | Strategic HR Professional | Campus/University Recruiting | People Analytics & Talent Acquisition | Project Management | Workday Human Capital All opinions shared here are personal.
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Use Clear and Simple Language Accessibility for All Utilize language that is straightforward to understand, avoiding complex jargon that might deter non-native speakers or those unfamiliar with industry-specific terms

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Denise Reeb, PHR

Trainer and Techie with 20+ years in employee/employer relations | Advocate for childcare resources
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Coming from a manufacturing plant that has at least 7 different languages and dialects, I've found that pulling in help from bilingual employees to review any software translations has been a blessing. They understand the descriptions and can assist in explaining to current employees and new hires. Stay away from hard-to-understand technical and legal terms, and slang. Keep it simple and don't include extra wording that may not translate well and may be unnecessary. Also, be sure to review all translations to ensure that none include any discriminatory language or easily misunderstood terms.

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2 Highlight language skills and preferences

Another way to promote language diversity in job descriptions is to highlight the language skills and preferences that are relevant and desirable for the role. For example, if the job involves working with customers or colleagues from different countries or regions, you could specify the languages and levels of proficiency that are required or preferred. You could also mention if the job requires oral or written communication, or if there are any specific formats or styles that are expected. For example, you could say "You need to speak fluent English and Spanish, and be able to write clear and concise reports in both languages". Highlighting language skills and preferences will help you attract qualified and diverse candidates who can meet the needs and expectations of the job.

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Mateus Moura

Especialista em Departamento Pessoal, Pós-graduado em eSocial, Legisla??o Trabalhista & Adm. de Pessoas, Graduado em Gest?o de Recursos Humanos e Cursando Ciências Contábeis.
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Em minha vis?o, uma das maneiras mais eficazes de promover a diversidade linguística nas descri??es de cargos é destacar claramente as habilidades e preferências linguísticas relevantes para a fun??o. Reconhecer e valorizar a diversidade de idiomas e competências linguísticas é fundamental para construir equipes verdadeiramente inclusivas e capacitadas. Ao redigir uma descri??o de cargo, é essencial considerar o contexto em que o trabalho será realizado. Se a posi??o envolver intera??o com clientes ou colegas de diferentes países ou regi?es, é crucial especificar os idiomas necessários e os níveis de proficiência esperados.

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Fatima Etseme Ikharo BSc ,MPPA, ACIPM

Human Resources Generalist
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Add language skills because not all environments speak the same language,and also work will take you to different areas, which will need you to speak in another language,it's best employ staff with language skills as the world is evolving .

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3 Avoid biased or exclusive language

A third way to promote language diversity in job descriptions is to avoid using biased or exclusive language that may discourage or discriminate against certain groups of candidates based on their language background or identity. For example, avoid using terms that imply a preference for native speakers, such as "excellent", "perfect", or "native-like" language skills, or that suggest a standard or norm, such as "neutral" or "standard" accent or dialect. These terms can be seen as unfair or unrealistic, and can exclude candidates who have different but equally valid language abilities. Instead, use terms that focus on the functional or performance aspects of the language skills, such as "effective", "clear", or "professional" communication. Avoiding biased or exclusive language will help you create a more inclusive and respectful job description that values language diversity as an asset.

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Jasmine Guy (she,her,hers)

Diversity, Equity & Inclusion Leader | Bias Interrupter | Talent Management Leader | Employee Experience & Engagement Strategist | CSR Strategist | Board Director | Public Speaker | Well-Being Enthusiast
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When writing job descriptions, I review them carefully to ensure that inclusive language is used. I avoid terms that may imply bias or stereotypes. I use gender-neutral pronouns such as "they/them" instead of "he/him" or "she/her." Emphasize the value of DEI in the workplace. Instead of assuming a singular type of candidate, acknowledge and welcome candidates from diverse backgrounds, experiences, and perspectives. Shift the focus from specific demographics to the skills, qualifications, and abilities required for the role. This ensures that the job description remains inclusive while effectively communicating the expectations for the position. Before finalizing the description, seek feedback from a DEI professional.

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Mateus Moura

Especialista em Departamento Pessoal, Pós-graduado em eSocial, Legisla??o Trabalhista & Adm. de Pessoas, Graduado em Gest?o de Recursos Humanos e Cursando Ciências Contábeis.
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Em minha experiência, uma das abordagens mais importantes para promover a diversidade linguística nas descri??es de fun??es é evitar qualquer linguagem que possa ser tendenciosa ou exclusiva. Reconhecer que diferentes pessoas têm habilidades linguísticas diversas e igualmente válidas é fundamental para construir equipes inclusivas e representativas. é crucial evitar o uso de termos que impliquem uma preferência por falantes nativos de determinado idioma. Express?es como "excelentes habilidades linguísticas" ou "domínio nativo" podem criar uma barreira injusta para candidatos que possuem habilidades linguísticas igualmente valiosas, mas que talvez n?o sejam falantes nativos.

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4 Seek feedback and review

A final way to promote language diversity in job descriptions is to seek feedback and review from different sources and perspectives. For example, you could ask someone who speaks a different language or comes from a different culture to read your job description and give you their opinion on the clarity, accuracy, and tone of the language. You could also use online tools or software that can check your job description for readability, grammar, spelling, and bias. For example, you could use Grammarly or Textio to improve your writing and reduce potential errors or issues. Seeking feedback and review will help you improve the quality and effectiveness of your job description, and ensure that it reflects your commitment to language diversity and DEI.

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Mateus Moura

Especialista em Departamento Pessoal, Pós-graduado em eSocial, Legisla??o Trabalhista & Adm. de Pessoas, Graduado em Gest?o de Recursos Humanos e Cursando Ciências Contábeis.
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Na minha jornada em busca de promover a diversidade linguística nas descri??es de cargos, descobri que buscar feedback e análise é uma etapa crucial e enriquecedora. Reconhe?o que para criar descri??es de cargos verdadeiramente inclusivas, é essencial incorporar uma variedade de perspectivas e experiências linguísticas. Pedir feedback a pessoas que falam diferentes idiomas ou que vêm de diversas origens culturais pode fornecer insights valiosos sobre a clareza, precis?o e tom da linguagem utilizada na descri??o do cargo.

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5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Mateus Moura

Especialista em Departamento Pessoal, Pós-graduado em eSocial, Legisla??o Trabalhista & Adm. de Pessoas, Graduado em Gest?o de Recursos Humanos e Cursando Ciências Contábeis.
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às vezes, as melhores descobertas surgem quando nos aventuramos além das fronteiras convencionais. Nesta jornada para promover a diversidade linguística nas descri??es de cargos, é fundamental explorar além dos limites estabelecidos e considerar uma ampla gama de perspectivas e experiências. Um aspecto que gostaria de destacar é a importancia de reconhecer e valorizar as línguas e dialetos regionais. Em muitas culturas, os dialetos desempenham um papel significativo na identidade e na comunica??o cotidiana.

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Jasmine Guy (she,her,hers)

Diversity, Equity & Inclusion Leader | Bias Interrupter | Talent Management Leader | Employee Experience & Engagement Strategist | CSR Strategist | Board Director | Public Speaker | Well-Being Enthusiast
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Commit to ongoing review and improvement of job descriptions to ensure they remain inclusive and welcoming to all potential candidates. Keep up with evolving best practices and feedback from diverse perspectives.

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What are the best ways to promote language diversity in job descriptions?

1

2

3

4

5

1 Use clear and simple language

2 Highlight language skills and preferences

3 Avoid biased or exclusive language

4 Seek feedback and review

5 Here’s what else to consider

Human Resources

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What are the best ways to promote language diversity in job descriptions?

1

2

3

4

5

1 Use clear and simple language

2 Highlight language skills and preferences

3 Avoid biased or exclusive language

4 Seek feedback and review

5 Here’s what else to consider

Human Resources

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感谢您的反馈

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