Recruiting and language

Inclusive language in staff communication

So if the competition for skilled workers is getting bigger and bigger, it would be logical to address as many and diverse talents as possible in HR communication, wouldn't it?

Unfortunately, many companies still use the generic masculine in job advertisements and on their website and do not reflect on gender codes in their position descriptions or their visual language.

If you still need arguments to generate internal support for an appropriate project - here we have compiled some for you:

• Diversity in companies is not a trend but part of an overall societal change - there is a growing awareness of lack of visibility, of derogatory language and various forms of discrimination
  
• From the still relatively new gender entry 'diverse' as well as further upcoming changes in the legal situation (abolition of the "Transsexuellengesetzes", introduction of a self-determination law), legal components arise which are also very relevant for companies
  
• Companies with a strong diversity positioning achieve up to 25% stronger financial performance, are more resilient to crises and more innovative. To benefit from diverse teams, companies need to be inclusive in all their communications (not just HR)
  
• In younger target groups, more than 50% perceive gender-sensitive language in public communication, also by companies, as a sign of respect and part of good manners.
  
• Companies always position themselves with the way they communicate. Not communicating in a way that is appreciative of all people also affects brand perception. This is why the German Association for Industrial Communication also decisively recommends gender-sensitive language for B2B companies
  

Is this also the case in your company, in your organisation or in your institution? We would be happy to advise you on how to do it better and more successfully.

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