There’s no doubt that implicit bias exists in the workplace. But did you know it starts with job postings?
When it comes to attracting a more diverse pool of applicants, job postings can be a powerful tool. However, many are still written in a way that inadvertently excludes certain groups of people. Organizations are trying to find ways to become more inclusive, improve their hiring processes, and attract a more diverse pool of applicants. And it starts by improving their message, making it clear, concise, and free of implicit bias.
To create more inclusive job postings, you must first assess the current state of your postings. Evaluate the language used in each job description, and pay attention to words or phrases that could be considered alienating, discriminatory, or offensive. For example:
- “Assertive personality” can often reinforce harmful stereotypes about men and women.
- “Recent grads only” may dissuade older workers from applying.
- “Ability to work well with others” excludes people who don’t fit a certain mold from even applying for the job.
- “Must be able to stand for long periods of time” perpetuates the idea that people with physical disabilities might not be capable of performing certain jobs.
If you’re looking to create job postings that attract a more diverse range of applicants, iDisability® can help. Over 4 million business users representing various industries trust us to help them build a truly inclusive workforce. Discover how we can help you.