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<blockquote WPAuto_Base_Readability=”7.1151832460733″><p class=”lead”>“In terms of investing in diversity, 71% of talent specialists indicate that attaining gender balance at their organization is a primary objective.”</p>
<p>– <a style=”font-family: -apple-system, BlinkMacSystemFont, ‘Segoe UI’, Roboto, Oxygen-Sans, Ubuntu, Cantarell, ‘Helvetica Neue’, sans-serif; font-size: 16px;” href=”https://business.linkedin.com/content/dam/me/business/en-us/talent-solutions/resources/pdfs/linkedin-global-recruiting-trends-2018-en-us.pdf” target=”_blank” rel=”noopener”>LinkedIn Global Recruiting Trends Report</a></p></blockquote>
<p>I gathered some statistics and included practical advice to assist you with your gender diversity recruiting approach.</p>
<p>1. “Men tend to apply for a position if they fulfill merely 60% of the criteria, while women will only apply if they meet 100% of the requirements.” (<a href=”https://hbr.org/2014/08/why-women-dont-apply-for-jobs-unless-theyre-100-qualified?trk=BU-pros-ebook-2019-genderreport” target=”_blank” rel=”noopener”>Source</a>)</p>
<ul>
<li>Tip: When crafting qualifications in your job listings, ensure your criteria isn’t excessively lengthy. You can accomplish this by incorporating your essential/must-have qualifications and removing some of the desirable traits.</li>
</ul>
<p>2. “A recent heatmap analysis of job descriptions indicated that understanding the compensation for a role is significantly more crucial for women.” (<a href=”https://business.linkedin.com/talent-solutions/blog/job-descriptions/2018/job-description-heatmap” target=”_blank” rel=”noopener”>Source</a>)</p>
<ul>
<li>Tip: Including salary information in your job announcements demonstrates to candidates that you’re committed to transparency and equitable compensation. Why? Because you’re presenting salary irrespective of the applicant’s gender or background.</li>
</ul>
<img title=”job-description-content | Ongig Blog” fetchpriority=”high” decoding=”async” class=”alignright wp-image-19500 size-full” src=”https://blog.ongig.com/wp-content/uploads/2019/03/job-description-content.png” alt=”which parts of the job description were most important bar chart” width=”500″ height=”337″ srcset=”https://blog.ongig.com/wp-content/uploads/2019/03/job-description-content.png 500w, https://blog.ongig.com/wp-content/uploads/2019/03/job-description-content-163×110.png 163w, https://blog.ongig.com/wp-content/uploads/2019/03/job-description-content-300×202.png 300w” sizes=”(max-width: 500px) 100vw, 500px”/>
<p>3. “Job advertisements that utilized more masculine terminology were regarded by women as less attractive compared to the same ads that employed more feminine terminology (4.16 vs. 4.50 on a 6-point scale), irrespective of whether they were male- or female-dominated fields.” (<a href=”http://gap.hks.harvard.edu/evidence-gendered-wording-job-advertisements-exists-and-sustains-gender-inequality” target=”_blank” rel=”noopener”>Source</a>)</p>
<ul>
<li>Tip: Ensure you’re utilizing inclusive language in your job listings. Ongig’s text analyzer provides a gender score for every job description, while the inline text editor suggests how to enhance your job listings to be more gender-neutral.</li>
</ul>
<p>4. “Gender represents the primary focus for organizations when concerning diversity initiatives.” (<a href=”https://business.linkedin.com/content/dam/me/business/en-us/talent-solutions/resources/pdfs/linkedin-global-recruiting-trends-2018-en-us.pdf” target=”_blank” rel=”noopener”>Source</a>)</p>
<ul>
<li>Tips:<img title=”company-diversity-efforts-2 | Ongig Blog” decoding=”async” width=”400″ height=”215″ class=”size-full wp-image-19488 alignright lazyload”
data-src=”https://blog.ongig.com/wp-content/uploads/2019/03/company-diversity-efforts-2.png” alt=”corporate diversity initiatives from linkedin report” data-srcset=”https://blog.ongig.com/wp-content/uploads/2019/03/company-diversity-efforts-2.png 400w, https://blog.ongig.com/wp-content/uploads/2019/03/company-diversity-efforts-2-180×97.png 180w, https://blog.ongig.com/wp-content/uploads/2019/03/company-diversity-efforts-2-300×161.png 300w” data-sizes=”(max-width: 400px) 100vw, 400px” src=”data:image/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==” style=”–smush-placeholder-width: 400px; –smush-placeholder-aspect-ratio: 400/215;”/>
<ul>
<li>Evaluate and monitor specific gender metrics (corporate gender distribution, gender division by departments).</li>
<li>Highlight women in your employer branding strategy.</li>
<li>Adopt a more analytical approach when composing your job descriptions (ensure you steer clear of gender biased language).</li>
<li>Trace source of recruitment to discover where your female candidates are originating from.</li>
</ul>
</li>
</ul>
<p>5. “<a href=”https://fairygodboss.com/articles/these-are-the-benefits-women-actually-want-at-work” target=”_blank” rel=”noopener”>Particular benefits</a> hold greater importance for women.” (<a href=”https://www.dropbox.com/s/2w4v8bq7hj5a8bb/Gender-Insights-Report.pdf?dl=0″ target=”_blank” rel=”noopener”>Source</a>)</p>
<ul>
<li>Insight: Benefits like work flexibility, parental leave, and healthcare are highly significant for women when evaluating a job. Ensure these advantages are listed in your job advertisements.</li>
< /ul>
<h3>Reason for Writing This</h3>
<p>Gender diversity is becoming a foremost concern for employers. It’s crucial to initiate measures towards more gender diverse recruitment methods.</p>
<p class=”meta”><time datetime=”2019-03-19″>March 19, 2019</time> by <a href=”https://blog.ongig.com/author/nick-misa/” rel=”author”>Nick Misa</a> in <a href=”https://blog.ongig.com/category/recruiting-strategies/” rel=”category tag”>Recruiting Strategies</a></p>
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