While you may think that your job advert is open to all kinds of people, you may be reducing the pool of talent applying for your business without realising. When creating a job advert its essential that you aren’t subconsciously allowing stereotypes or prejudices to influence who you expect to apply and succeed in the role, as this can impact the way you write about and promote the job.
We know that it can be hard to spot your own unconscious biases and recognise that you might not be as inclusive as possible. That’s why we have created our job advert inclusivity screening service.
This service consists of a thorough check of your job adverts against a criteria, to assess how inclusive the language, phrasing and tone is. We will then be able to provide you with a score and some feedback if any areas of the advert could be improved or changed to increase inclusivity.
The Developing a Student Job Advert Inclusivity Screening is designed to test your job advert against our “Inclusive Language Check-List”. We will screen your job advert to ensure the avoidance of language that could be deemed directly or indirectly discriminatory towards applicants with a protected characteristic. The protected characteristics included in our “Inclusive Language Check-List” are:
- Race & ethnicity
- Faith & religion
- Parenthood (including pregnancy and maternity)
- Marriage & civil partnership
- Sex & gender (including gender reassignment)
- Sexual orientation
Some of the most common ways a job advert can exclude people include information about dress code and company image, which may ostracise religious people who follow a particular dress style. Furthermore, much of the language we use is subconsciously coded with either a feminine or masculine association. For example, ambitious, challenge and adventurous are masculine coded and collaborate, community and inter-personal are feminine coded. Using words like these in your adverts may be affecting whether men or women are applying for your roles.