DEIB Starts at the Job Posting

In the bustling marketplace of job opportunities, where companies vie for top talent, the job posting stands as the initial handshake—an introduction that can either captivate or repel potential candidates. But beyond the standard qualifications and responsibilities, there lies a deeper layer—one that speaks to the heart of organizational culture and values. Diversity, Equity, Inclusion, and Belonging (DEIB)—these four pillars are not mere buzzwords; they are the foundation on which thriving workplaces are built.

The Power of DEIB: A McKinsey Revelation

Before we delve into the nuances of job postings, let’s acknowledge the compelling evidence. A McKinsey study revealed that companies in the top quartile for diversity are 36% more likely to outperform their industry medians’ financial returns. The correlation between DEIB and success is no longer a hypothesis—it’s a well-established phenomenon. But where do we begin? Right at the start—the job posting.

The Start of an Inclusive Hiring Culture: The Job Posting

A job posting is much more than a quick way to show possible candidates about an opportunity. As HR professionals, there is a consistent desire to create a diverse and inclusive workforce which can’t be done if the job postings themselves aren’t structured that way. For example, businesses often claim that they don’t have enough women in leadership positions because there aren’t enough candidates to choose from. However, it could be argued that the company itself isn’t doing its due diligence in making itself a desired employer for women. When writing a job posting, you need to ensure that it meets the following criteria:

1. Diversity extends beyond mere checkboxes on an EEOC form. It encompasses a vibrant tapestry of perspectives, experiences, and backgrounds that collectively enrich an organization. Similarly, a diverse team injects creativity, innovation, and adaptability into the organizational fabric. However, it’s essential to recognize that diversity alone isn’t enough.

2. Equity: Equity is defined as the access or distribution of resources according to need. By extension, an equitable workplace ensures that every employee receives equal opportunities, regardless of their background. It’s not about sameness; it’s about fairness.

3. Inclusion: An inclusive environment treats every employee with respect, regardless of differences. It’s the open door, the invitation to contribute, and the assurance that your voice matters. Inclusive teams, studies show, perform up to 30% better than non-inclusive ones.

4. Belonging isn’t a membership card. It’s the heartbeat of connection—a rhythm that resonates across cubicles and virtual spaces. Each belongs, each contributes. When employees feel accepted, valued, and heard, they thrive.

The Subtle Art of Language: Adjectives Matter

Now, let’s zoom in on the job posting. HR professionals, take heed! Your choice of words wields immense power. A study conducted at the American Psychological Association showed that job advertisements that included different kinds of gender-coded language to men and women recorded how appealing the jobs seemed and how much the participants felt that they ‘belonged’ in that occupation. Furthermore, their study concluded that women felt that job advertisements with masculine-coded language were less appealing and felt as though they wouldn’t fit in those occupations.

Consider the adjective “aggressive.” It’s often sprinkled across sales job descriptions. But here’s the twist: it can be a double-edged sword. While it may evoke determination, it can also alienate. Imagine a lion chasing prey—aggressive, yes, but not everyone wants to be that lion.

So, let’s swap “aggressive” for “eager” or “proactive.” Suddenly, the landscape shifts. The job seeker envisions a collaborative hunt, where everyone contributes. The language becomes an invitation, not a challenge. And guess what? More candidates step forward. If you’re not sure where to start to ensure that your job postings are inclusive, several different software tools will check them for you.

The DEIB Compass: Guiding HR Professionals

As HR professionals, you hold the compass. Here’s how to navigate:

1. Speak Clearly: Be transparent about your DEIB intentions. Let the job posting echo your commitment.
2. Listen Attentively: Understand the pulse of your current environment. What improvements need to be made? Is this a place people feel respected and eager to be?
3. Learn Continuously: Use insights to bridge gaps. DEIB isn’t a one-time thing. It is a consistent conversation and part of every single day. One tangible way to implement this is to run consistent anonymous surveys with various groups internally to ensure your implementation is effective or to change what isn’t working.
4. Create Change: Implement DEIB strategies. Don’t just plan and hope that DEIB happens by chance. Take actionable steps and then keep taking more.

So, HR professionals, wield your pens with care. Your job postings aren’t mere announcements; they’re an introduction to the type of work environment you are attempting to create.

Alex Pusenjak is VP of people and culture at Fluent Commerce.