Yes, we know… When we speak about more diversity and inclusion in the workforce, gender diversity is something that almost always comes up. But we’ll keep doing that, until we see a communication landscape that is actually diverse and inclusive. For now, companies strive to have more women in leadership roles -or more women in general, but they struggle to succeed in doing so. Gender bias plays an important role here, and it all starts during the recruitment process.
Using a gender neutral job descriptions tool can help eliminate bias in your job ads, making them more appealing to a diverse range of candidates. In order to hire more women, these women first have to apply to your jobs. They will only do so if you can appeal to them and convince them that they are the candidate you’re looking for, and that’s where you’re missing out on some untamable girlpower. But what is the role of gender bias in recruitment and how can a gender decoder prevent it?
Gender neutral writing for better job decriptions
Never judge a book by its cover. That’s what they say, at least. In reality, gender bias in recruitment relates to the simplified judgments we make about the characteristics of jobs and the ideal candidates for them. For example, recruiters might label traits like analytical thinking and emotional thoroughness as typically male. When these traits are needed to excel in a job, they may unconsciously be looking for male candidates.
This gender bias can be spotted in the job descriptions recruiters write through the use of gendered language. They use gendered nouns and pronouns that put women off applying for certain jobs. For example, a job description may contain words like man, mankind, man-made, policeman, the common man and he, while these can easily be replaced by more gender-neutral nouns like person, people, machine-made, police officer, the average person and he or she. That’s a lot of man, man…
The use of a gender decoder to prevents age bias
One way to prevent yourself from using gendered language, which many often do without even realizing, is to use a gender decoder. A what? A software that analyzes job descriptions to help you understand the hidden implications of the language you have used! The software highlights any gendered nouns and pronouns in your text that may create bias, but also words that are associated with masculine or feminine traits, such as aggression for men and compassion for women. Unintentionally, these words contribute to a gender bias.
The Textmetrics platform
Uh huh, we know you want that software! That’s why The Textmetrics platform developed a built-in gender decoder that does EXACTLY what we’ve just described. It analyzes your job descriptions and gives you suggestions for a more gender-neutral tone of voice and options for words that appeal to both men and women. By doing so, you give women an equal chance to apply, and it becomes a lot easier to hire them for your jobs. Long live gender equality!
How to write a gender-neutral job description
Writing a gender-neutral job description means using language that includes everyone and describing the role clearly. Here are some simple steps to help:
- Use inclusive titles: Instead of gender-specific titles like “salesman” or “foreman,” use neutral titles like “salesperson” or “team leader.”
- Use neutral pronouns: Use “they” instead of “he” or “she” so everyone feels included.
- Pick balanced words: Avoid words like “assertive” or “dominant” that may sound more appealing to men, or “supportive” which might appeal more to women. Use words that fit the job, like “good communicator” or “team player.”
- Avoid stereotypes: Don’t use language that is tied to traditional gender roles unless it’s really needed for the job, like talking about physical strength.
Following these steps will help you write job postings that are welcoming to everyone, making it more likely to attract a diverse group of applicants.
How to create an unbiased job description
An unbiased job description is fair and attracts people from different backgrounds. Here’s how to write one:
- Focus on skills, not background: List the skills needed for the job instead of things like specific degrees or strict experience requirements.
- Be clear and specific: Avoid vague words like “cultural fit.” Instead, list specific skills like “experience with CRM tools” or “strong project management skills.”
- Offer inclusive benefits: Talk about benefits that work for everyone, like flexible hours or parental leave, instead of perks like “beer Fridays,” which may not appeal to everyone.
- Check for bias: Use tools like Textmetrics to make sure your job descriptions are fair and welcoming to all.
Writing an unbiased job description helps make sure that every qualified person feels they can apply.
Examples of gender bias in job descriptions
Gender bias can sneak into job descriptions in subtle ways. Here are some examples to avoid:
- Gendered language: Words like “salesman” or phrases like “he will lead the team” can make women or non-binary people feel excluded.
- Stereotypical words: Words like “ninja,” “rockstar,” or “competitive” can make some people, especially women, less likely to apply. Words like “nurturing” may make men feel excluded. Use neutral words like “skilled professional” or “team-oriented.”
- Exclusive perks: Perks like “beer on tap” or “ping-pong tables” may not appeal to everyone. Instead, mention perks like “remote work options” or “wellness programs” that appeal to a wider group.