Can your Job Advertising stop you from Building a Diverse Team?

Sarah Wall

Can your job advertising stop you from building a diverse team

Writing job ads that attract the right candidates is key. What can we do to make sure our job ads are inclusive and accessible, and encourage a diverse range of applicants?



It’s no secret that tech skills are in high demand! You don’t want to lose great applicants at the first hurdle.





Including inclusive language in your job advert:



When it comes to inclusivity, it’s easy to overlook the language used in job ads. Words we use to describe roles and qualifications can often be biased without us even realizing it. Consider a job ad that says ‘A successful candidate will be highly motivated and results-oriented. Although the words ‘successful’ and ‘motivated’ are positive and encouraging, the word ‘driven’ can suggest a more masculine approach.



Job ads need to be more inclusive and carefully worded. Instead of words like ‘driven’, we can use words like ‘ambitious’ or ‘determined’. Additionally, instead of using terms like ‘head-up’ that have a traditionally male connotation, we can use terms like ‘lead’, ‘oversee’ and ‘manage’.





The ideal applicant will need this, and this, and this, and this…



Did you know that women are more hesitant to apply for jobs than men? Women usually apply to jobs only if they meet all the requirements, while men apply if they meet just a couple.



Why is that? There are a lot of data on Imposter Syndrome, especially if you look at the stats by gender. According to a survey by the International Journal of Behavioural Science, 70% of women feel like a fraud at some point in their lives, compared to just 25% of men.



The same survey found women are more likely to suffer from Imposter Syndrome at work. Just 28% of men have experienced the phenomenon at some point, compared to 66% of women.





Imposter Syndrome can have a devastating effect on a person’s mental health and their career. It can lead to a lack of self-confidence in the workplace and a fear of taking on new tasks or challenges.



What does that mean for your job ads? If a job requirement is just nice to have, leave it out! You won’t turn off potential candidates if you only include the requirements that are essential to the job. If needed, soft skills and ‘nice to haves’ can be discussed during the interview.



Diversity as a culture, not a single initiative:



Our clients strive to improve diversity and create inclusive workplaces. We are dedicated to helping them to overcome unconscious bias and promote a diverse and inclusive work environment. In addition, we’re also constantly nurturing our own diverse network of specialists and working with our candidates to showcase their strengths and overcome any confidence issues.



So don’t let your job advert be a barrier to growth and diversity. Let us help you along the way.