In recent years, society as a whole has become increasingly aware of the importance of creating inclusive environments for everyone, whether in the workplace, education, or the community. People are more mindful of cultural differences, gender issues, sexual orientation, disabilities, and other factors that can affect how individuals are perceived and treated. This growing awareness has led to more deliberate efforts to promote inclusion and equal opportunities for all.
By being mindful of the words we use, we can promote inclusion in a simple and effective way. This is particularly important in talent acquisition. In our recruitment practice, we emphasize inclusive writing as a key part of our efforts to attract people regardless of their background or experience. Since the beginning, our talent acquisition specialists have incorporated inclusive writing into all written communications, particularly job descriptions published across digital platforms, to help create an inclusive environment for everyone.
What Is Gender-Neutral or Inclusive Writing?
Gender-neutral writing, also known as inclusive or gender-fair writing, involves using language that does not favour or discriminate against any particular gender. It means avoiding terms or expressions that imply gender superiority or inferiority, as well as words that reinforce gender stereotypes.
Gender-neutral writing aims to promote inclusion and gender equality by using fair and balanced language that does not favour one gender over another.
It can include practices such as using gender-neutral pronouns, alternating genders in examples, using generic or gender-neutral terms, and avoiding discriminatory or stereotypical language.
How Does It Apply to Talent Attraction?
In the professional world, and particularly in the workplace, this growing social awareness has a significant impact on how businesses and organizations approach equity and inclusion.
More specifically, in talent acquisition, managers should strive to use gender-inclusive language in job postings and job descriptions to foster a sense of equity and inclusion among potential candidates.
What Is Gender-Neutral Language in a Job Description?
In a job description, gender-neutral language can include using terms such as “the person” instead of “the man” or “the woman,” as well as wording that avoids stereotypes or biases related to gender or race.
The Importance of Gender-Neutral Language in Job Descriptions
Writing an inclusive job posting helps ensure that all candidates, regardless of sex, gender identity, race or ethnicity, religion, or disability, feel that the opportunity is open to them. This is particularly important because a job posting is often a candidate’s first interaction with your organization and an opportunity to communicate your company’s values. Even a small change—sometimes a single word—can have a significant impact on your recruitment potential.
Here are a few reasons why gender-neutral language matters in job descriptions:
Promote Inclusion
Using gender-neutral language in job descriptions helps create an inclusive environment where all candidates, regardless of gender, race, sexual orientation, religion, or disability, feel welcome. Managers who use inclusive language demonstrate their commitment to creating a workplace where individuals are valued for their skills and experience, regardless of their gender identity or expression.
Avoid Stereotypes
Job descriptions that contain gender or racial stereotypes may discourage qualified candidates from applying. By using neutral language, organizations can avoid reinforcing stereotypes and encourage all qualified candidates to apply.
Attract Diverse Talent
Using gender-neutral language can help organizations attract more diverse talent. By choosing words and expressions that do not exclude certain groups, organizations can reach candidates from a broader range of backgrounds and cultures. Without inclusive language, managers may unintentionally limit their talent pool and reduce the number of qualified applicants.
Support Equal Employment Opportunity
Organizations must comply with applicable equal employment opportunity requirements. Using neutral language in job descriptions can help avoid unfair distinctions between candidates based on gender, race, religion, sexual orientation, or disability.
Gender in Writing: Choose Inclusion
The way society understands gender has evolved considerably. To attract talent from all backgrounds, organizations need to adapt to these changing realities. A good place to start is by paying close attention to how job descriptions are written. Here are a few practices to consider:
Move Away From the Generic Masculine
Inclusive writing means moving away from using the masculine as the default. Although writing job descriptions in the masculine form may seem simpler, it can unintentionally discourage people with other gender identities from applying. Inclusive wording is therefore strongly recommended.
Gender-Neutral Wording
Gender-neutral wording refers to writing techniques that avoid terms or expressions associated with a specific gender when describing individuals. It allows groups of people to be described equally, regardless of gender identity.
To make your job descriptions more inclusive, replace gender-specific terms with neutral alternatives such as “people,” “team members,” or “staff.”
Gender-Inclusive Writing
Gender-inclusive writing aims to ensure balanced representation of women and men in written communications.
This approach can use both feminine and masculine forms together, such as “female and male experts.” Pronouns can also be paired when appropriate.
Writing Techniques
Here are a few examples of different writing techniques:
| Gender-Neutral Wording | Gender-Inclusive Wording |
|---|---|
| The support staff are attending the meeting. | Female and male support employees are attending the meeting. |
| This workshop will bring together human resources specialists. | This workshop will bring together female and male human resources experts. |
| The person writing the article should review it. | The female or male writer should review the article. |
| Program management is responsible for managing operating budgets. | The female or male program director is responsible for managing operating budgets. |
Useful Resources
The original article provides resources from Bibliothèque et Archives nationales du Québec, the Institut national de la recherche scientifique, and the Office québécois de la langue française.
Focus on “Must-Have” Requirements
Instead of listing every qualification your ideal candidate might have, focus on the skills and qualifications that are truly essential. If you want to highlight additional assets, wording such as “you should be familiar with,” “this skill is considered an asset,” or “if you have some of these skills” can make a difference. Clearly distinguishing between essential and desirable qualifications can also help you assess potential candidates more effectively.
For a successful recruitment process, it is important to clearly document the responsibilities of the role, prioritize them, and distinguish between necessary skills and those that are simply nice to have.
Avoid Overly Specific Terminology
Excessive professional jargon can make job descriptions intimidating. While candidates with extensive experience in a similar role may understand specialized terminology, company-specific language and jargon can become a barrier that discourages otherwise qualified candidates from applying. When in doubt, assume candidates are not familiar with your organization or its internal terminology.
Celebrate Diversity and Inclusion Within Your Organization
As an employer, you are responsible for helping ensure that every candidate has a fair experience throughout the recruitment process. Using inclusive language in job postings and other recruitment materials is an important part of achieving this.
Organizations should also establish social media guidelines to help ensure that their representatives remain professional and constructive when communicating with potential candidates. The words an organization uses should reflect its core values around inclusion and avoid inadvertently introducing discriminatory language. Clear, direct communication also helps ensure that ideas and expectations are understood.
If your organization has already taken steps to become more inclusive and open, consider highlighting those initiatives in your job postings. A customized statement can help potential candidates better understand your organization’s commitment to diversity both inside and outside the workplace.
By taking the appropriate steps, we can ensure that our communication with others is responsible and respectful. Diversity deserves to be recognized and celebrated—our language should reflect these values throughout our organizations.
