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10 Places to Check For Inclusive Language in the Workplace

Using inclusive language in your job descriptions and hiring ads is a key piece of creating a diverse and inclusive workforce. But too many organizations stop there – and overlook the other places where they might not be using inclusive language in the workplace. 

Inclusion matters deeply to the employee experience – 80% of respondents to a Deloitte survey think inclusion is an important factor in choosing an employer, and 39% say they would leave their current employer for a more inclusive one. Getting this right across the entire employee experience matters. 

If your HR team wants to ensure your company is using inclusive language everywhere so employees at every career stage, from job candidates to seasoned executives, feel seen and welcomed, here are the 10 places you should be checking. 

1. Careers Page 

When potential applicants are looking for information about your company before they submit an application, your careers page is one of the first places they’ll check. Review this page to ensure it reflects the language you use in your job ads to encourage diverse applicants. 

2. About Us Page

Your about us page tells candidates of all levels what your company stands for – so be sure it mirrors your use of inclusive language in the workplace. Like the careers page, this page is one of the first places people who don’t know much about your company will visit, so give them a positive first impression. 

3. Culture Videos

If your company has videos on your website that feature your employees talking about what life there is like, your workplace culture, or other aspects of the employee experience, you should ensure that they’re all using inclusive language in the workplace. 

4. Recruiting Conversations

Your recruiters and hiring managers likely have conversations with candidates after they apply, but outside of interviews – and those casual chats can have an impact on how they view your company. 

5. Job Interviews

Once applicants have become candidates, it’s still important to showcase your commitment to diversity and inclusion. Training hiring managers and recruiters to use inclusive language when they’re interviewing candidates helps to reinforce your cultural values to your potential employees. 

6. Onboarding Materials

Once your new employees have been hired, the need for inclusive language in the workplace doesn’t go away. Your onboarding materials should also use wording that continues the inclusivity your hiring process promised to boost retention

7. Social Media Posts

Whether your organization uses social media to attract job applicants, sell your products, or a mix of both, these posts are a place where less-than-inclusive language can sneak in. Reviewing your posting guidelines and training your social media managers on best diversity and inclusion practices will go a long way. 

8. Company Mission Statement 

This is a place many HR teams fail to check, but your company mission statement might not be up to date with language that reflects your organization’s focus on inclusion. Doing a quick review here can lead to a more inclusive company focus.  

9. Leadership Communications

Are your most senior leaders using inclusive language in the workplace, including in their communications, emails, and town hall meetings, on a regular basis? If not, company discussions about inclusivity might come off as inauthentic. 

And interestingly, the most inclusive leaders are also perceived as 22% more authentic than the average leader – employees can tell when their leaders walk the talk. 

10. Development and Learning Materials  

Training your employees for new skills and opportunities is great. But do your training materials show the same care for inclusivity and diversity as the rest of your communications? If they haven’t been updated in a while, probably not – so check them out and make those changes. 

Looking for ways to customize your employee development program to make it more attractive and inclusive? Cangrade can help.