How To Use Inclusive Language in Job Descriptions

The world is full of diverse people with various backgrounds, sexualities, belief systems, and ethnicities. As we celebrate diversity throughout the world, we can also celebrate and encourage diversity in the workplace. Some businesses aren’t diverse and are unsure of how to train their current employees to accept and celebrate new, diverse hires. Team building activities are a great way to encourage diverse cultural engagement and improve employee productivity and engagement.

But before you can get to those activities, you need to bring on new hires who feel welcome no matter what. It’ll help to learn how to use inclusive language in job descriptions so that people of any background or identity feel comfortable applying to work for your company. Using inclusive language is one of the most important inclusive hiring tips that any organization can follow, so keep reading to learn more.

Avoid Gendered Language

Avoiding gendered language is probably the most popular way to show inclusivity in the workplace, but many people mistakenly boil it down to the use of pronouns. While choosing non-gendered pronouns, like “they” instead of “he” or “she,” is one way to avoid gendered language, there are many other ways you can promote diversity. Consider how you list the medical benefits of the position you’re hiring for. Do you use terms like “mother” or “father?” Try to use parent, guardian, or caretaker instead. This helps members of the LGTBQ+ community and different styles of families, such as foster families, feel included.

Consider Accessibility

Diversity isn’t just about helping employees feel comfortable. You also need to consider how you can make potential hires with disabilities want to work for your company. When you post your job description, make sure to explain whether employees could potentially work from home. Working from home is a big asset for people with physical and mental disabilities, so make it a possibility if your industry allows for it.

Mention that your human resources team has experience with offering various accommodations or at least has the training to help design the right accommodations for people. If your human resources team doesn’t have this experience or training, provide it to them as soon as possible. Knowing that they can get the help they need will make people with disabilities more comfortable applying and working for your company.

Give Examples

Job descriptions have only so much space, and it’s important that you share everything that you need to know about the job in that space. However, if you can fit inclusive examples into your job description, that will help people feel appreciated and comfortable applying for your job. If you have a section that lists “inclusive benefits,” give examples of allowing employees off for different religious holidays. If you have a section for “required education,” list formal education alternatives, like trade school experience, previous job experience, and so on.

You can use inclusive language in job descriptions by avoiding gendered language, considering accessibility, and giving examples. All these inclusive language options will help people from all walks of life feel comfortable applying for jobs at your company.

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