We discuss the importance of gender-neutral language during the recruitment process in creating a more diverse and inclusive workplace.
Despite the thousands of job ads published online at any one time, many still do not perform as well as recruiters wish. This might partly be due to applicants being put off by the type of gendered language used in those advertisements.
In fact, research reveals that job advertisements using gender-neutral language see a 29% increase in job applications compared to those that use gendered language.
Jobseekers might not always realise they are being subconsciously discouraged from applying due to language that feels exclusionary or too narrowly defined by gender norms.
Ensuring that job descriptions are free from gender biases helps level the playing field and promotes equal opportunities for everyone.
What Employers Need to Know About Gender-Neutral Language in the Workplace
In the past, job titles such as “fireman” or “stewardess” were specifically gendered, assuming that men and women would naturally fill certain roles. Over time, however, societal changes and growing awareness have led to a more inclusive approach, where such positions are accessible to people of all gender identities.
Today, job titles have evolved to reflect this shift. Terms such as “fireman” are now replaced by “firefighter,” and “stewardess” is replaced with “flight attendant.” This transformation not only acknowledges the diverse range of people who can excel in these roles, but it also broadens the appeal of job ads. For example, “chairman” is now “chairperson,” and “cameraman” is “camera operator.”
This subtle yet significant change in language helps dismantle outdated stereotypes and reinforces a message of inclusivity. This makes it clear that these positions are open to everyone, regardless of gender.
How to Use an Adequate Language in Job Postings
While progress has been made toward gender equality, unconscious biases and outdated stereotypes continue to influence how we communicate job requirements.
Certain words, often seen as “masculine-coded,” can inadvertently discourage women or gender-diverse applicants from applying for positions. Words like “dominate,” “ambitious,” “independent,” “fearless,” and “challenging” may resonate more with male candidates, while terms such as “dependable,” “empathetic,” “supportive,” and “responsible” are typically perceived as more feminine.
These subtle distinctions in word choice can impact the pool of applicants. If a job description uses language that aligns more closely with one gender, it might unintentionally lead applicants to believe they don’t fit the role, even if they have the right skills and experience.
Therefore, employers should be mindful of the language they use. They should aim for a balance that appeals to all candidates, regardless of gender.
Additionally, research from Applied found that job ads with gender-neutral language attracted more female applicants, with the number increasing from 44% to 54% when gender-neutral or female-coded words were used.
Need help with your job adverts? Try our “Job Advert Inclusivity Screening” to test your ad against our Inclusive Language Checklist.
Using the Right Structure for Your Job Advert
As an employer, you must pay close attention to the structure of your job advert. Posting a job online is your first interaction with any potential candidate so you want to make sure you accurately represent your business. Therefore, writing an effective advertisement is crucial to finding an employee who connects to your workplace ethos.
Many employers now recognise the benefit of diversity in the workplace. A fantastic way to show this in a job advert is to find space within it to state your commitment to inclusivity and diversity. It’s also a great way to attract a diverse range of candidates,
Sharing examples of your diversity initiatives will show applicants that your company is not just talking the talk but walking the walk. These could include employee resource groups (ERGs), mentorship programmes, or flexible working options.
By ensuring that your job ad includes these statements, you signal to potential applicants—especially those from diverse backgrounds—that your organisation is a welcoming space for everyone.
How to Ensure a Diverse Range of Applicants
To attract the widest range of talent, it’s essential that your job advert speaks to diverse candidates. However, many employers unintentionally create barriers to a broader pool of applicants by listing overly strict job requirements.
Research from Harvard Business Review shows that men are more likely to apply for a job even if they meet only some of the listed requirements, while women tend to apply only if they meet 100% of the criteria.
This discrepancy highlights the need for employers to carefully consider the language and structure of their job listings. By using language that invites all candidates, regardless of gender, to apply, employers can expand their applicant pool.
Key Takeaways: The Importance of Gender-Neutral Language When Recruiting
In conclusion, implementing gender-neutral language in job advertisements and refining your recruitment strategies to promote diversity are key steps towards building an inclusive workplace.
Given the proven advantages of a diverse workforce, now is the time to revisit your recruitment strategies.
For further guidance on enhancing EDI (Equality, Diversity, and Inclusion) in your organisation, explore the range of resources available on Aspiring to Include. We’re dedicated to supporting your journey toward a more inclusive and diverse workplace.
Check out the variety of services we offer employers and how you can use our inclusive job board to connect with diverse job seekers across the UK.
Anything else you need? Get in touch with our team – we’re looking forward to hearing from you.
