Rae Evans
11th January 2023
D&I stands for diversity and inclusion and has gained huge significance over the recent years, but what actually is D&I and how best can we implement it from the very beginning of new careers? I have been thinking recently about what simple strategies can be put in place to promote D&I effectively, and one which really stuck with me was inclusive job descriptions.
I recently read an article on Forbes which expressed diversity and inclusion as recognising and bringing together people of different backgrounds, resulting in multiple perspectives, innovation, and creativity. I think this definition not only captures the learning and growth opportunities as a result of effective D&I but also demonstrates how a job description is the foundation for D&I. If we can demonstrate to a new employee that they are valued and accepted from the job description, it will carry through into the working environment, with new employees feeling comfortable and confident to be their own self! Not only is this important for creating a healthy working environment but also facilitates increased diversity in the workplace, which furthers productivity and allows colleagues to learn from one another! I’ve seen a few ways D&I can be implemented in job descriptions so I thought I would share my favourites, as I think this is the best way to show the impact of inclusive job descriptions.
One way we can effectively implement D&I in job descriptions is by using inclusive, gender-neutral language. Additionally, using non-specific pronouns instead of the traditional ‘he’ (which can only be credited to the infamous patriarchy!) further promotes D&I. By making this change, it not only shows forward thinking which is present in the workplace but also demonstrates recognition and acceptance of diversity, which will promote these future employees to feel confident in this new environment!
Another way D&I can be established in job descriptions is through demonstrating an acknowledgment of flexibility and the need for flexibility. This is particularly important for employees who have children, rely on trains (with the convenient strikes) or have reoccurring appointments and I have seen the impact of flexibility here at TP! I think it is really important to make it known that flexibility is available as it could be pre-conceived that hours are rigid, preventing valuable talent making itself known to employers and resulting in missed opportunities. In this way, job descriptions encourage inclusion and diversity as it allows a diverse workforce to both establish and maintain itself.
A final (and probably the most obvious) method for demonstrating D&I in job descriptions is to state that there is no discrimination in both the hiring process and workplace. Although strategies such as those which I have discussed above would establish that there is inclusion and an appreciation of diversity, it may not be explicit to the candidate, so why not state it just as a precautionary measure? This way, it is certain that applicants know that they can feel comfortable and confident, enhancing opportunities to create a diverse working environment, facilitating learning as well as productivity.
I hope that these examples portray the idea of inclusivity in job descriptions carrying itself into the workplace, therefore making job descriptions the ultimate foundation for D&I! As a D&I advocate, I regularly host events and produce content on why D&I is important to our ever-growing workforce.
Please get in touch myself via rae.evans@transition-partners.co.uk, if you want to talk about collaborative events, D&I tips and current networking opportunities!