Overcome Hiring Biases Against They/Them Pronouns
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Awareness and acceptance are often used interchangeably. However, the two concepts can play out very differently in the workplace. Awareness of nonbinary individuals and gender-neutral pronouns has grown in recent years, notes Forbes. But it hasn’t translated to ending bias in the hiring process.
A report by the digital media company Business.com highlights ongoing biases against job candidates using they/them pronouns. Hiring managers:
The dual nature of conscious and unconscious bias complicates the issue. Conscious bias plays a role, but Forbes reports discriminatory practices often result from unconscious biases. For example, 64% of the companies in the Business.com report are equal opportunity employers with pledges to enhance workplace fairness and diversity.
Reducing biases against candidates with they/them pronouns helps organizations enhance equity and acceptance. The results benefit individuals and organizations.
Safe work environments free individuals to share their ideas and solutions. According to the leadership training firm LeaderFactor, increased innovation, problem-solving and productivity are byproducts of psychological safety.
Acceptance of candidates with they/them pronouns and other diverse backgrounds provides organizations with more expansive applicant pools. In turn, diversity in hiring brings a greater range of problem-solving skills and experiences to business challenges. According to Forbes, this practice results in better organizational performance and profitability.
Strategies to overcome they/them biases
Improving recruiting and hiring practices for candidates with they/them pronouns requires intentional, sustained focus. The following measures can support your efforts:
Incorporate gender-neutral terms
The hiring intelligence platform Clovers recommends using gender-neutral terms such as “they,” “them,” “the candidate” and “the applicant” in your careers webpage, candidate interactions and external communications. This effort makes the hiring process more welcoming and inclusive. It also increases the likelihood of nonbinary individuals applying and interviewing for jobs.
Review wording for pronoun and gender bias in the following areas:
These areas represent your company to potential hires. They form an introduction to your workplace culture and organizational values.
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Paying attention to gender-neutral language can also help you discover underrepresented employees and expand your talent pool. According to the jobs site ZipRecruiter, job posts with gender-neutral wording receive 42% more applicants.
Remove identifying information
The leadership solutions firm Torch suggests removing personally identifying information in the early stages of your recruiting and hiring process. For example, eliminating names and pronouns from resumes can reduce conscious and unconscious bias. Instead of being influenced by preconceived notions, hiring managers will be focused on relevant skills and experience.
Ask about pronoun usage
Once a candidate moves beyond the round of anonymous resumes, identify their preferred pronouns. This effort creates an atmosphere of inclusion and respect. It also helps recruiters and hiring managers avoid incorrect assumptions. The management consulting firm Seen@Work recommends asking about pronoun usage before a formal interview and distributing this information to everyone involved in the hiring process.
Review hiring data
Collecting and reviewing diversity data is another way to ensure equitable hiring practices. The human resources association SHRM reports on the “four-fifths rule” for avoiding adverse impacts in hiring.?
Examine your data for the demographic group with the best hiring rate in your organization. The four-fifths rule states that other demographic groups (in this case, candidates using they/them pronouns) should be hired at 80% of that top rate. If not, employment practices may be discriminatory even if they appear unbiased. In addition to hiring, this rule can be helpful when reviewing performance evaluations, promotions, career development opportunities, transfers and layoffs.
Provide employee training and education
According to the industry news site BenefitsPRO, LGBTQ+ employees are less likely to feel psychologically safe and to think workplace decisions are fair. Employee training and education on inclusion, including learning about they/them pronouns and other gender-neutral terms, can lead to a more equitable workplace.
It’s critical to include company leadership in your training initiatives. A top-down commitment sets the tone for a workplace culture that values diversity. It also increases the likelihood of all parties taking action to improve recruitment and hiring practices.
Diversity experts recommend creating a code of ethics for treating all employees with dignity and respect, reports Forbes. Relate inclusion and acceptance to your company values and mission. And connect inclusiveness beyond the workplace to a larger sense of humanity. Acceptance doesn’t just help your organization. It also shows respect for gender diversity and the full range of the human experience. This is a topic many people can relate to in their circle of family and friends.
As part of your training, ask employees using they/them pronouns for tips to improve the hiring process. Their insights can warn you of red flags and create better solutions for future candidates.
For more ideas
For more information on equity in hiring practices, talk to your benefits adviser. They can offer solutions for employee training, software tools that uncover gender bias in communications, examples for a code of ethics, and other strategies to ensure inclusive recruiting and hiring.