Key elements of inclusive job design

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Creating inclusive job ads or descriptions that result in a motivated, inspired and diverse workforce is more than just re-working the language and copy on a page, it is the sequence of key steps you go through to design a job to create job descriptions and job ads that truly make an impact.

This is the process of job design, which sits at the heart of your ability to attract, retain and progress talent across your organisation and create more inclusive cultures.

The importance of inclusive job design can’t be underestimated, as it can:

·     Increase hiring diversity by 125%+

·     Increase quality of hires by 80%+

·     Achieve 30% women in senior roles

·     Reduce employee turnover 80%+.

We highlight the key elements of the job design process to show what conscious consideration actually means, and what debiasing and breaking down barriers looks like in the job design process.

Step one: Simplify and segment responsibilities

Make sure responsibilities are concise enough to be easy to read, but detailed enough to make responsibilities clear

Step two: Design inclusive requirements

What would a person need to have, day one, to be successful in the role that they can’t learn in the first 90 days of the job?

Step three: Use inclusive copy

Scientists have found that when you write more, people understand less. Make sure you watch the language you use, avoid gender-coded words and be mindful of the way sentences are crafted.

Step four: Design inclusion into all aspects of a job

Designing an inclusive job is not just about what you do in the role, it’s about the whole package.

Step five: Design hybrid and flexible working strategies

87% of candidates now want hybrid or flexible working. This is no longer a nice to have. It also has the potential to widen the talent pool, enabling around 4million candidates to enter a jobs market that previously locked them out.

Step six: Drive systemic change

Embed systemic change around how you design job and create job descriptions. As we said at the beginning, true inclusion has to start at the beginning at be at the core of the job design process. This is more than simply re-working the language and copy on a page

Want to learn more about inclusive job design?

Download our guide, Six Steps to Debiasing Job Descriptions or book a live demo of the RoleMapper platform.

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