The research shows men apply for a job when they meet 60% of the requirements, whereas women only apply for a job if they meet 100% of the requirements. So getting the requirements right is critical to attracting a diverse set of talent.
What you say matters
Certain words have been shown to be associated with masculine or feminine roles. This has been borne out in the research which has identified words which can act as an unintentional signal that women do not belong in certain roles or organisations. By identifying and suggesting alternative wording, job descriptions can be made gender balanced and more accessible.
The job description needs to be readable
Overly complex or wordy job descriptions will dissuade people from applying for roles, particularly in today’s fast, digital world. It is also essential to ensure the reading complexity of the description is in line with what is actually required for the role. If you don’t need a PHD in astrophysics to do the job then why do you need one to understand the job description?
Acronyms, buzzwords and an overemphasis on education can be problematic
These words or phrases can introduce ambiguity, signal belonging (or not) and unduly prejudice against people who are older, younger or from different socioeconomic backgrounds. The first step is to be aware of when you are using these potentially problematic words.
