Over 95% OF FTSE Businesses Use Gender Biased Language In Recruitment Adverts

In this modern age with equality a centerpiece the population may perceive that everything is gender neutral. However, after it conducted a piece of investigative work, Instaprint published the results of a recent survey in which it alerted the world of business to some alarming statistics. As part of the study it carefully reviewed information in the job market from Azunda, the specialist recruitment website. It found that in excess of ninety five per cent of recruitment advertisements at organisations utilise contain language which can be described by independent third party onlookers as gender biased. 

Survey Sample?

Now as everyone who reads the results of such surveys is well aware the results are very much dependent upon the size, quality and amount of the sample of its survey. The results of this survey were no exception. The investigators who organised the survey made the concerted effort to approach approximately two thousand members of the United Kingdom workforce.

Our Survey Said…

The results were alarming for a number of reasons, including but not limited to:

• as alluded to earlier in this article, in excess of ninety five per cent of recruitment advertisements at organisations appear to contain language which can be described by independent third party onlookers as gender biased

• just shy of three quarters of those who submitted responses to the survey questions reported that in their experience the majority of job positions available were found to have been drafted in language which can loosely be described as female biased

• under twenty per cent were targeted at the male demographic

• the survey results discovered that there was a significantly higher probability of persons to be working under the perception that their working environment is aimed at the masculine population  

• by way of example just over fifteen per cent were of the belief that their working environment was masculine dominated

• whereas in stark contrast nine per cent were of the belief that the workplace was weighted towards the feminine demographic and

• a seemingly disappointing and meagre four per cent of those approached for a response by the survey organisers were of the view that the recruitment advertisements contained language of a neutral angle from a gender perception.  

So What Happens Now?

In-house legal departments and those in recruitment need to be absorbing the contents of this report and carefully pour over the details in terms of analysis. They need to be considering taking  the following action:

• carefully analysing the recruitment process from beginning to end 

• reviewing the wording used in their published advertisements for roles within their respective organisations

• identify whether any language has been included which may hint at the spectre raised of bias from a gender perspective

• consider taking an empathetic approach by reading the advertising recruitment material from the perspective and lens of members of the workforce who may be considering responding to such job advertisements and

• take this aspect into account is significantly helpful because if adopted it will enable businesses recruiting staff to spot wider problems within their organisation because this may be the tip of the significantly larger iceberg. 

Businesses and corporations in this position should be considering mitigating the risks of gender bias by investing in computer programs which combat the gender biased and would be well worth the initial financial outlay for the result it produces. They should also develop a culture whereby members are the workforce are equipped with the skillsets required to draft gender neutral role descriptions.    

ASSESSING FIRMS

#Allen&Overy #BakerMcKenzie #HerbertSmithFreehillsLLP #LewisSilkin #MishcondeReya #Simmons&Simmons #AddleshawGoddard #CliffordChanceLLP #CMS #DACBeachcroftLLP #EvershedsSutherlandLLP #LinklatersLLP #TaylorWessing #TraversSmith #Bird&Bird

THE ARTICLE WAS WRITTEN USING THE FOLLOWING SOURCES 

[SOURCE 1] instaprint – Decoding Gender Bias in Job Adverts – 15 November 2022 - Decoding gender bias in job adverts (instantprint.co.uk)

[SOURCE 2] Cave, Dan yers from accepting job offers – 8 June 2022 – Legal Cheek - 'Toxic' work culture deters three-quarters of lawyers from accepting job offers - Legal Cheek

[SOURCE 3] People Management – Male jobseekers suffer from gender stereotypes - Male jobseekers suffer from gender stereotypes (peoplemanagement.co.uk)

[SOURCE 4] Mayne, Mahalia – Less than a third of employers have mandated interview training around inclusivity, study finds – People Management – 18th November 2022 - Less than a third of employers have mandated interview training around inclusivity, study finds (peoplemanagement.co.uk)

[SOURCE 5] Howlett, Elizabeth – Only 47 women hold executive directorships at FTSE 250 companies in ‘appalling’ lack of progress, study shows – People Management – 10th November 2022 - Only 47 women hold executive directorships at FTSE 250 companies in ‘appalling’ lack of progress, study shows (peoplemanagement.co.uk)