Why Gendering Job Ads Doesn't Help Improve Gender Diversity

Gender diversity in the workplace is a critical issue that organisations around the world are striving to address. One area that has received attention is the language used in job advertisements. Many believe that by altering gendered language and using more neutral terms, organisations can attract a more diverse pool of applicants. However, a recent study conducted by the MIT Sloan School of Management challenges this notion. The study emphasises the importance of a systematic approach to cultural development over job-based language in advertisements. Let's delve deeper into why gendering job ads doesn't effectively improve gender diversity.

Gendered Language in Job Descriptions

Job descriptions play a crucial role in shaping applicants' perception of a position and a company. In an attempt to create a more inclusive environment, organisations have been advised to remove gendered words and replace them with neutral alternatives. However, the MIT study cautions against relying solely on this approach. The research findings indicate that the language used in job postings has minimal practical impact on how women and men behave during recruitment. Simply altering the language of job descriptions does not necessarily address the underlying diversity issues.

The Role of Recruiter Gendering

Recruiters are often the first point of contact for job seekers and can have a significant influence on their perception of a job opportunity. Some studies suggest that women may be more attracted to a job if the recruiter is female, as people tend to prefer interacting with others who share similar demographics. However, the MIT study found that the gender of the recruiter had little effect on women's probability of applying for a job. While recruiter gender may be a factor in certain cases, it is not a panacea for improving gender diversity.

The Findings of the MIT Study

To assess the impact of gendered language and recruiter gendering, the MIT researchers conducted two studies. The first study analysed a vast dataset of job seekers and job postings over a two-year period. The results showed that a slight increase in femininity score in job descriptions had only a marginal effect on women's likelihood of inquiring about a job compared to men. Similarly, the study found that the probability of a woman applying for a job did not significantly increase when the job was posted by a female recruiter. These findings highlight the limited influence of gendered language and recruiter gendering on gender diversity.

A Systematic Approach to Improve Gender Diversity

If altering language in job ads doesn't effectively improve gender diversity, what can organisations do to make a difference? The MIT study suggests a more systematic approach focused on cultural development. Factors such as the gender-typing of occupations and the perception of a company's culture play significant roles in shaping the diversity of job applicants. Organisations should consider the information already available about their company and job openings to shape the behaviour of potential applicants.

Targeting untapped talent pipelines can be an effective strategy. Women's colleges and professional women's groups or associations are potential sources of diverse talent. Additionally, introducing employee referral programs at all levels of an organisation can help bring in qualified candidates who may not have otherwise applied. Such programs empower employees, especially women, to refer their friends and family members, creating a more diverse and inclusive workforce.

Conclusion

In conclusion, while altering language in job ads to remove gendered words is a well-intentioned approach, it doesn't significantly impact gender diversity. The MIT Sloan School of Management study emphasises the importance of a systematic cultural development approach to address diversity issues. Organisations should focus on factors beyond language, such as the gender-typing of occupations and the perception of company culture. By targeting untapped talent pipelines and implementing employee referral programs, organisations can take significant steps towards improving gender diversity. It is through these systemic changes that we can build more inclusive and diverse workplaces for everyone.