Inclusion, Inc.

Summary of Part 2

Chapter 6: Help Wanted—Inclusive Recruiting

Unconscious bias in job descriptions can drive strong applicants away from even considering an opportunity.

Be aware of masculine-coded and feminine-coded terms in job advertisements. Since most candidates' first impressions come from the job title, using words such as “journeyman” can have a significant impact on whether or not they apply. Other words, for example, “blacklisting” and “cakewalk,” have racially biased connotations and can embed racial bias.

Instead of asking for a degree from an elite university, requiring a degree in a specific field is more inclusive.

Require only actual requirements. Do you need someone with five years of leadership experience, or do you need someone with leadership skills? Advertise for competencies and look for transferable skills, such as the ability to solve complicated problems.

If your organization is taking specific steps to create an equity-centered work environment, note it in your job description. Stick to the specifics you offer, such as flexible work arrangements or paid leave. This information encourages underestimated groups to apply.

Show the number of applicants you've received for a posting. Again, underestimated applicants will be far more likely to apply.

Don't post only on LinkedIn. To appeal to a more diverse pool of applicants, promote your job openings where underestimated individuals are more likely to see them.

Debias the selection process by adopting a ...