Writing Inclusive Policies For Recruitment

When writing LGBTQ-inclusive policies, it's important to understand the difference between the terms "gender" and "gender identity." Let's break it down: "Gender" refers to the SYSTEM of gender. It's our society's collection of ideas, assumptions, norms and rules around gender. In modern day U.S. we recognize a gender system that is BINARY. Meaning we tend to group people as either Men/Male or Women/Female. Gender as a SYSTEM is not a static thing. The rules around gender evolve. For example, European men in the 17th century saw high heels as a staple when demonstrating their wealth, strength and military prowess. Only alpha-males wore high heals. "Gender Identity" is a PERSON's inner understanding of themselves as either a man, woman, nonbinary or something different all together. Some people don't have a gender identity or see themselves in gendered terms (see: Agender). When writing policy, your goal is to protect each individual's right to define, or not define, and express, or not express, their GENDER IDENTITY. You want to send a message that even if people don't adhere to or fit neatly into our current gender SYSTEM that they will be protected no matter how they IDENTIFY. 🚫 This is why a nondiscrimination policy or healthcare policy, for example that says, "XYZ company does not discriminate on the basis of gender" is technically inaccurate and legally gray. 🚫 Same goes for DEI marketing. When a company says, "We are an organization that welcomes all backgrounds, genders, races and ethnicities, abilities... etc." this doesn't go far enough. The 20% of Generation-Z that identifies as Queer, that is actively interrogating our gender system, that has an ever-expanding vocabulary to describe their gender identities, is not going to see themselves reflected in this language. ✅ When writing policy, use language like: "XYZ company does not discriminate on the basis of someone's real or perceived gender identity or how someone chooses to express, or not express, their gender identity." ✅ If I was running a hospital system, I might write a policy like what the Human Rights Campaign recommends: "For room assignments, transgender patients will be assigned to rooms based on their SELF-IDENTIFIED gender, regardless of whether this self-identified gender accords with their physical appearance, surgical history, genitalia, legal sex, sex assigned at birth, or name and sex as it appears in hospital records." ✅ When writing DEI marketing, try to use language like: "XYZ company is building an inclusive culture where people of all gender identities experience a full sense of psychological safety, where they feel free to explore and experiment with new ways of seeing gender, gender identity and gender expression, and where our shared sense of belonging requires that everyone have the option to express their gender identity freely. The rules of the gender system are changing and they are changing fast. Is your organization ready?

Generic diversity statements in job ads often backfire. Research shows they can actually decrease applications from candidates of color. Instead, use concrete commitments. A craigslist experiment tested this by adding one sentence to a standard diversity blurb: "We've set a goal of hiring at least one woman or racial minority for every white man we hire." The result was striking: applications from women and people of color increased significantly. And, importantly, it didn't deter white men or lower the quality of applicants. This works because specific goals signal real commitment. Today's job seekers are looking for evidence that your dedication to equity goes beyond platitudes. To attract diverse talent, go beyond boilerplate language: 📊 Set and share specific diversity goals 👥 Be transparent about your current workforce demographics 📣 Highlight concrete actions you're taking to promote inclusion By being clear and specific in your job ads, you can create a more diverse and qualified applicant pool. It's a simple change that can make a big difference! #DiversityInHiring #InclusiveRecruitment #MakeWorkFairBook PS - Stay tuned for this paper from Erika Kirgios, Edward Chang, and Ike Silver - currently under review.

Does your business want to promote #DEI legally? I've got 11 tips straight from EEOC Acting Chair Andrea Lucas. Last year, on an episode of Cozen O'Connor's Employment Law Now podcast, hosted by Michael Schmidt, he asked Ms. Lucas about lawful actions employers can take to promote diversity, equity, and inclusion principles. Ms. Lucas responded with eleven of them. 1️⃣Audit Job Descriptions: Eliminate unnecessary job and degree requirements. 2️⃣Audit Job ads and interview questions: Ensure job ads and interview questions do not include race or sex preferences. The same applies to job descriptions. 3️⃣Standardize Interviews: Adopt uniform questions across similar roles to limit subjective biases. Eliminate questions about "fit," especially if code for a protected class. 4️⃣Formalize Promotions: Replace informal, subjective internal promotions such as "tap-on-the-shoulder" practices with transparent, standardized processes. Consider using opt-out methods to ensure all eligible employees are considered. 5️⃣Inclusive Mentorship and Sponsorship: Provide mentorship and sponsorship programs open to all, rather than creating exclusive groups based on race or sex. 6️⃣Universal Leadership Training: Offer leadership development training for all employees at a particular level without racial or sex restrictions. 7️⃣Support First-Generation Professionals: Instead of aiming to boost social mobility, consider programs directed towards first-generation professionals without regard to any protected class. These initiatives could include additional training, employee resource groups, mentoring programs, and internships. 8️⃣Individualized Training: Deliver training tailored to specific employee needs, avoiding racial or sex stereotypes. 9️⃣Conduct Privileged Audits: Identify and address existing workplace discrimination or harassment rather than targeting broader societal problems. 1️⃣0️⃣Broaden Recruitment Efforts: Expand applicant pools by diversifying recruitment channels, including various colleges and advertising forms and formats (print, radio, electronic). Companies can also remove or lower job requirements (e.g., GPA) across the board to widen the applicant pool. 1️⃣1️⃣Rethink Work Culture: Address excessive workloads to minimize barriers disproportionately impacting women and economically disadvantaged employees. Promote healthier work-life balance for improved retention and mobility. Ms. Lucas's podcast comments are not legally binding. Consult an #employmentlaw attorney for advice. However, they affirm that employers can pursue meaningful DEI efforts if they maintain clear, legally compliant frameworks. Emphasizing equal employment opportunities and making merit-based decisions will help organizations foster a diverse, inclusive, and equitable workplace environment while avoiding potential legal pitfalls. I'll link the podcast episode below (h/t Joshua L. Rogers) #TheEmployerHandbook #humanresources

Are your job descriptions unintentionally turning away diverse talent? 🤔 In many organizations today, a recurring issue persists despite the company’s commitment to diversity: job postings aren’t attracting a diverse pool of candidates. While the leadership may be determined to ensure the company’s workforce reflects the diverse audience they aim to serve, hidden barriers within their hiring process may be unintentionally hindering progress. 🚩 🚩 Here is a list of phrases that should not appear in your job descriptions: 1️⃣ Rockstar” or “Ninja These terms can come across as masculine-coded or overly aggressive, potentially alienating women, nonbinary individuals, or those from cultures where such language is not common. 2️⃣ Native English Speaker This phrase can exclude candidates who are fluent in English but do not consider it their first language. Instead, use “proficient in English” if language skills are essential. 3️⃣ Must have X years of experience Rigid experience requirements can deter highly capable candidates with transferable skills but fewer formal years in the field. Focus on competencies instead. 4️⃣ Work hard, play hard This phrase might suggest a high-pressure, workaholic culture, which can alienate candidates seeking work-life balance, caregivers, or those prioritizing mental health. 5️⃣ MBA required or similar academic credentials Requiring advanced degrees when they aren’t truly necessary can exclude candidates with nontraditional educational paths or valuable real-world experience. 6️⃣ Fast-paced environment While common, this phrase can feel overwhelming or exclusionary to candidates with disabilities or those seeking more structured roles. Be specific about the nature of the work instead. 7️⃣ Culture fit This vague term can perpetuate unconscious bias and favoritism. Use “aligned with our values” or “culture add” to highlight the importance of diverse perspectives. 8️⃣ Strong verbal and written communication skills While valid in some roles, this phrase might dissuade neurodivergent candidates or those for whom English isn’t their first language if not clarified. Specify what kind of communication skills are truly needed. ✍️ By replacing these terms with inclusive, skill-focused language, organizations can craft job descriptions that not only attract a broader and more diverse pool of talented candidates but also align more closely with the diverse customer base they aim to serve. #InclusiveRecruitment #DiverseTalent #HRInnovation #InclusiveWorkplace #AttractTopTalent ________________________________ 👋 Hi! I am Luiza Dreasher, DEI+ Strategist and Facilitator. Looking to create meaningful change within your organization? I can help you implement successful and long-lasting DEI strategies that foster inclusion, attract diverse talent, and drive innovation. Let’s connect to explore how we can achieve your goals together!