Point 1: Language

This week we are starting with inclusive language, and the importance of actively challenging the language used. The specific wording might contribute to a homogeneous workforce, and you should consider this when writing any job description.

We see so many corporate communications that can have a pervasive impact on how colleagues interact. Think about your use of words like ‘walk’ and ’talk’. Do these have the ability to alienate those with disabilities? Have you considered other words that would make your description more inclusive?

Words like ‘communicate’ or ‘move about’ express that same content but with a more open approach. You are allowing the job description to express the same intent but to reach a much wider audience. Furthermore, you are demonstrating your business’s ability to be inclusive to all. We are seeing more candidates being drawn to companies that take approaches like this and use language that is more mindful.

Our top tip for this is not be worried about using a word that is wrong. We are human, but what we do suggest is informing yourself of the right words and the right choices. That is your responsibility and we can assure you these steps don’t go unnoticed by the wider audience.