![]() ![]() Use universal phrases: Idioms, industry jargon, and acronyms can exclude a candidate who may not have specialized knowledge of a particular subject and can lead to miscommunication.Only mention characteristics like gender, sexual orientation, religion, racial group or ability when relevant to the discussion, like inviting women students to meet your women in leadership at a STEM networking event. We are more than our descriptors: Avoid generalizations and don’t assume someone’s identity.For example, instead of “a blind woman” or “a saleswoman,” use “a woman who is blind” or “a woman on our sales team.” Put people first: It is essential to focus on the person, not their characteristics.Incorporate these principles to remember to approach conversations mindfully of an individual’s or group’s preferences. When people at all levels and in all departments recognize and commit to the importance of inclusive language, place people beyond their descriptors, and embrace a growth mindset about updating their vocabularies, employees will feel a greater sense of belonging–and are 50% less likely to leave.Īs inclusive language evolves, our empathy, vocabulary, and specific word choice should shift in tandem–so consider this list dynamic and ever evolving, and a great place to start! Principles to rememberĮvery language is built off of rules and frameworks inclusive language is structured similarly. Using inclusive language helps students and recent graduates see themselves in your workplace. To be effective recruiters and DEI practitioners, it’s important to stay informed of new terminology, concepts, and trends that impact your work.įrom a personalized message to a career event, every interaction that recruiters and candidates have are important to building foundational relationships. Concepts to know: Early talent recruitment and campus engagement are always evolving to keep up with the times.Phrases to avoid: The list also contains everyday phrases with racist origins, and gendered or exclusive expressions and terms that will make candidates feel excluded, even if unintended.These principles can help you enter conversations mindful of an individual’s or audience’s preferences. Principles to remember: Every language is built off of rules and frameworks inclusive language is structured similarly. ![]() Improve your understanding of inclusive language by referring to this blog for: Having an inclusive glossary at the ready will help you and your team learn and update your vocabularies so that you’re not unintentionally exclusive. But to holistically and intentionally put what your culture preaches into practice, using inclusive language is a tangible way you can contribute toward an inclusive candidate experience and culture. We may all be familiar with the idea of Diversity, Equity, and Inclusion (DEI). Our recent Handshake Network Trends report found that more than half of respondents would not apply to a job or internship where there exists a lack of gender diversity among the workforce. This is especially true of Gen Z, the most diverse generation yet. An inclusive environment not only ensures equitable access to resources and opportunities for all, it empowers individuals and groups to feel psychologically safe, respected, engaged, motivated, and valued. ![]()
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