Deleting bias in job postings isn’t just about linguistics. It’s about tactics, too. Let me tell you about how I figured that out.
But first, let me tell you about the giveaway starting today. 30-minute session. You bring the job posting, and we’ll review line by line. We can talk gendered language, biased tactics, and real requirements to make sure you have a job posting that will attract the right people without bias. Ask me anything.
If you want to just buy a session, you can do that here. You can enter the giveaway at the bottom of this blog!
As promised, let me explain how I came up with these hypothesis.
I want to tell you how I figured out the biases that exist in a job posting way beyond linguistics. I just did a 100-year research study on job postings. No, really. I’ve turned it into a longer presentation, but in today’s video, I want to explain to you my methodology for deleting bias in job postings, because there was something that was really bothering me.
I kept looking at all of this technology and the tools to improve your job descriptions right now. All they do is look at every word in a posting, put it into some boy box or a girl box, count them all up and tell you if it’s biased towards one binary or the other. But here’s the thing we know better: we know that there are so many spaces between boy and girl, that gender is a spectrum, and we’re starting to build that belonging at work. Why wouldn’t we want to build that kind of understanding into the language we use on our job postings and why would we keep using tools that force a binary we know doesn’t exist?
That’s why I did this study. Watch the video to hear about the job postings I found looking back at each decade since the 1920s to today. Can you believe we’re still using the same language tactics to attract people?
That’s why I started to dissect all of these pieces to truly understand inclusive language, but also inclusive tactics that can help people apply to jobs. I’ve turned that into a 30 minutes session with me, where we can review your job posting and go through the tactics that might be sending people running.
A session you can enter to win today.
Katrina (Kat) Kibben [they/them] is a keynote speaker, writing expert, and LGBTQIA+ advocate who teaches hiring teams how to write inclusive, unbiased job postings that will get the right person to apply faster.
Before founding Three Ears Media, Katrina was a CMO, Technical Copywriter, and Managing Editor for leading companies like Monster, Care.com, and Randstad Worldwide. With 15+ years of recruitment marketing and training experience, Katrina knows how to turn talented recruiting teams into talented writers who write for people, not about work.
Today, Katrina is frequently featured as an HR and recruiting expert in publications like The New York Times, Chicago Tribune, and Forbes. They’ve been named to numerous lists, including LinkedIn’s Top Voices in Job Search & Careers. When not speaking, writing, or training, you’ll find Katrina traveling the country in their van or spending some much needed downtime with the dogs that inspired the name Three Ears Media.