How do you write a gender-inclusive vacancy?
Previous discussions have highlighted the advantage of “culture add” over “culture fit” for organizations. However, many networks consist primarily of culture fits. So how can organizations attract those culture adds? Posting a job opening on platforms like Colourful jobs a good start, but it offers no guarantee. Even if a diverse group of people sees the job posting, that doesn’t necessarily mean they’ll all feel drawn to it.
How do you write a gender-inclusive vacancy?
This blog offers some basic tips for writing inclusive job postings, with a specific focus on gender-sensitive language.
1. Stick to the must-haves
We regularly receive emails from women looking for a new job. They know exactly what they want, but sometimes lack the experience, haven’t worked in that specific industry yet, or don’t meet certain requirements, such as having a driver’s license. Internal research by Hewlett Packard (HP) shows that men apply for jobs when there is a 60% match with the job profile, while women only apply when there is a 100% match. This likely has nothing to do with insecurity. Women are often socialized to follow the rules (Tara Mohr, 2014). A job profile is often a wish list and contains more than just hard requirements. It is wise to limit the profile description to a few must-haves, so that suitable candidates who are hesitant are encouraged to apply. Candidates can learn a lot “on the job,” so highlighting learning opportunities can help you cast a much wider net.
2. Job requirements as behaviors
Another way to make the intimidating list of requirements less daunting is to frame job requirements as behaviors rather than traits. Instead of saying “you are decisive,” one could say “you are able to make choices when faced with dilemmas.” Behavior is measurable and can be learned, whereas traits are often harder to assess. This prevents someone from underestimating their own abilities during a mild identity crisis: “Am I actually decisive?”
3. What are inclusive words?
Language use is anything but gender-neutral. Research shows that there are various (stereotypical) male and female characteristics with which people identify. Female words include: reliable, creative, enthusiastic, responsible, and communicative. Male words include: decisive, competent, effective, enterprising, and results-oriented. Which words dominate the job posting? Is it possible to balance them out or look for more neutral synonyms? Rewriting the text to focus on behavior is also a good solution here for gendered competencies.
4. Neutral job title
It is important to carefully review the job title at the top of the job posting. Does it possibly contain a stereotypical idea of who would be suitable for the position? For example, are you looking for a nurse? A police officer? If the job title still carries a connotation that might deter people from applying, add (M/F/X): driver (M/F/X) or actor/actress (M/F/X).
5. He/she/they = you
It is advisable to avoid the binary “he/she” in a job posting by addressing the potential candidate directly with “you.” This appeals to everyone, prevents any preconceptions about who might be suitable for the position, and makes the text more active.
It is helpful to review your own job postings and start using language that speaks to everyone.
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