In my experience of filling open positions, I have discovered that one of the most effective ways to attract a wider range of candidates is through incorporating inclusive job descriptions. By adopting inclusive language and flexible requirements, while also emphasizing the value of diversity and inclusion, organizations can significantly expand their talent pool and gain access to a wider array of skills and experiences—all while providing the opportunity to create an environment that is welcoming to individuals from diverse backgrounds.
According to a recent survey conducted by Glassdoor, 76% of job seekers consider diversity and inclusion to be important when evaluating companies and job offers. This highlights the significance of creating an inclusive and diverse work environment to attract and retain top talent. Additionally, research conducted by Deloitte revealed that employees who feel included in the workplace are 3.5 times more likely to be engaged and stay with the organization. These findings emphasize the positive impact of fostering inclusivity in the workplace on employee engagement and organizational success. Furthermore, a study conducted by Deloitte found that people who feel the need to hide or "cover" aspects of their identity at work experience lower well-being and higher levels of stress, which can undermine workplace well-being. This highlights the importance of creating an environment where employees feel comfortable being their authentic selves.
Expanding the talent pool through inclusive job descriptions not only enhances diversity representation but also contributes to employee engagement, retention and overall organizational performance. Below are some of my tips for creating inclusive job descriptions.
Language and Tone
Inclusive job descriptions use language and tone that is welcoming, inclusive and free from bias. Gendered or culturally specific terms are avoided, creating an environment where people from different backgrounds feel valued and encouraged to apply. By using neutral language, organizations appeal to a wider range of candidates.
Skill Focus
Inclusive job descriptions focus on the skills, qualifications and experiences required for the role rather than specific educational backgrounds or industry jargon. This approach allows candidates from diverse backgrounds to recognize their transferable skills and feel confident in applying, even if they don't have a traditional background in the field.
Flexible Requirements
Inclusive job descriptions consider flexible requirements for the role. This allows for alternative qualifications, experiences or education, attracting candidates who may have gained valuable skills through nontraditional paths. By being open to different backgrounds, organizations can tap into a wealth of untapped talent.
Emphasis on Diversity and Inclusion
Explicitly stating the organization's commitment to diversity and inclusion in job descriptions sends a powerful message to potential candidates. This commitment attracts people who prioritize diversity and inclusion and are more likely to be attracted to organizations that share these values. By showcasing a strong commitment to diversity, organizations can expand their talent pool with candidates who align with their values.
Inclusive Images and Statements
Visual representation is a powerful tool in attracting candidates who see themselves reflected in the organization. By showcasing diverse images and statements, organizations send a clear message that they value diversity and are actively working toward an inclusive environment.
Collaboration and Teamwork.
Inclusive job descriptions are essential in highlighting the importance of collaboration, teamwork and respect for diverse perspectives. By explicitly mentioning these qualities, organizations can attract candidates who appreciate working in diverse and inclusive environments.
Here are a few examples of how job descriptions can be improved to promote inclusivity:
- Emphasize the value of diverse perspectives: Instead of simply stating that collaboration is important, mention the significance of diverse perspectives and how they contribute to innovation and problem-solving. For example, "We value diverse perspectives and believe that a variety of viewpoints fuel creativity and drive our success."
- Highlight teamwork and inclusion: Instead of assuming that candidates understand the importance of teamwork, explicitly state it in the job description. For example, "We foster a collaborative and inclusive culture where every team member's contributions are valued and respected."
- Promote a sense of belonging: Use language that conveys a welcoming and inclusive atmosphere. For example, "We are committed to creating a workplace where everyone feels included, regardless of their background, identity or experience."
- Mention diversity and inclusion initiatives: If your organization has specific diversity and inclusion initiatives in place, mention them in the job description. For example, "We actively promote diversity and inclusion through our employee resource groups, unconscious bias training and mentorship programs."
By incorporating these improvements, organizations can attract candidates who are not only skilled and qualified but also aligned with the values of collaboration and inclusivity.
My organization is certified as a Great Place to Work® but still needed assistance with DEI improvements, so leaders sought guidance and support to ensure their job descriptions were inclusive and effectively communicated their commitment to diversity and inclusion. This guidance, which came from internal diversity and inclusion teams, human resources professionals and consultants specializing in diversity and inclusion strategies, led to a 33% decrease in employee attrition after implementing inclusive job descriptions. Not only does this indicate that employees who joined the organization felt valued, included and respected, they were more likely to stay in the organization, contributing to a more stable and cohesive workforce.
When the organization implemented inclusive job descriptions, it demonstrated its commitment to diversity and inclusion, resulting in improved employee retention and a more inclusive work environment that aligns with the organization's core values. By clearly articulating their commitment to diversity and inclusion, leaders attract candidates who align with their values and create a more inclusive work environment that represents the organization’s core values.
By incorporating a DEI survey question into the company survey, we not only gained valuable insights but also received a clear prompt and encouragement to take action. The survey revealed that 57% of employees believed their company should be more diverse. We realized the importance of implementing inclusive job descriptions as a powerful tool to demonstrate our unwavering commitment to diversity. Through this strategic approach, we attracted candidates who valued an inclusive culture and retained staff who seek an environment where their unique perspectives are embraced and celebrated.
Janaya Hernandez, DSL, CPHQ, is hospital administrator, DaVita Healthcare Center/Yale Acute, and the Diversity, Equity, Inclusion and Belonging Committee co-chair for CT Association of Healthcare Executives.