Three Key Issues That Can Harm The Inclusivity of Your Job Ads
Diversity, equality, and inclusion (DE&I) is a company trait increasingly focused on by would-be employees.
Recent research from job websites Indeed and Glassdoor found that 72% of workers aged 18-34 would consider turning down a job offer or leaving a company if they did not think that their manager (or potential manager) supported diversity, equality, and inclusion initiatives.
A token, DE&I footnote on a job advert doesn’t really cut it. Here are three other key focus areas:
Language:
Avoid using commonly perceived masculine-coded words, such as “strong”, “dominant”, “competitive”, “hands-on”, and, of course, “man management” and “X-man team”. Similarly, terms such as “supportive,” “collaborative,” and “nurturing” are associated with a feminine bias.
Requirements:
List quantifiable, specific requirements for interview, focusing on experience, skills, and qualifications. Avoid ‘ideal’ or ‘desirable’ elements. Studies have shown that women are much less likely to apply for a job than men if they don’t meet every requirement listed in the advert.
Salary Expectations:
Hiding the salary and asking applicants for their salary expectations, is being increasingly flagged and criticised for upholding barriers to fair and equal pay. It leads to people being paid a little more than what they are on, as opposed to what the role should pay the right person.
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