ERGs help review job descriptions for bias, suggest more inclusive language, identify barriers, and advise on diversity statements and benefits. Their feedback improves inclusivity, strengthens employer branding, and promotes accountability and ongoing improvement in hiring.
What Role Do Employee Resource Groups Play in Shaping Inclusive Job Descriptions?
AdminERGs help review job descriptions for bias, suggest more inclusive language, identify barriers, and advise on diversity statements and benefits. Their feedback improves inclusivity, strengthens employer branding, and promotes accountability and ongoing improvement in hiring.
Empowered by Artificial Intelligence and the women in tech community.
Like this article?
Inclusive Job Descriptions
Interested in sharing your knowledge ?
Learn more about how to contribute.
Sponsor this category.
Promoting Inclusive Language in Job Descriptions
Employee Resource Groups (ERGs) provide invaluable feedback on the language used in job descriptions. By reviewing postings from the perspective of their unique identities and experiences, ERGs help identify potentially exclusive or biased language, ensuring job descriptions are welcoming to a broader range of candidates.
Identifying Unconscious Bias in Requirements
ERGs are well-positioned to spot requirements or criteria that may unintentionally discourage diverse applicants. For example, they might highlight unintentional bias in educational or experiential requirements, prompting HR to revise qualifications to focus on core competencies instead.
Advising on Cultural Competence
ERGs can guide organizations on how to explicitly reference cultural competence and a commitment to diversity within job descriptions. Their insights ensure these statements are meaningful, accurate, and resonate authentically with underrepresented communities.
Acting as a Focus Group for Drafted Content
Many companies leverage ERGs as internal focus groups, sharing draft job descriptions for review. ERGs provide constructive feedback from real lived experiences, improving both clarity and inclusivity before public posting.
Raising Awareness About Barriers to Entry
Members of ERGs often highlight aspects of job descriptions that may create barriers, such as jargon, unnecessary physical requirements, or inflexible work policies. Their feedback helps organizations better understand—and remove—such hurdles.
Championing Diverse Employee Perspectives
ERGs bring the perspectives of various employee populations—including women, racial minorities, LGBTQ+ individuals, veterans, and people with disabilities—to the drafting process. Their contributions ensure that job descriptions speak to, and attract, a wide audience.
Enhancing Employer Branding and Commitment
Job descriptions co-created or reviewed with ERG involvement signal to potential candidates that the organization values inclusion. The visible connection to ERGs in hiring materials can strengthen employer branding among diverse talent.
Advising on Inclusive Benefits and Opportunities
ERGs help highlight which benefits or support systems are most attractive to diverse candidates. Their feedback ensures job descriptions mention inclusive offerings—such as flexible schedules or affinity network access—which appeal to a broader talent pool.
Fostering Accountability in Hiring Practices
By involving ERGs in the development of job descriptions, organizations create a feedback loop and a sense of shared responsibility for inclusivity. This transparent process fosters accountability among recruiters and hiring managers.
Measuring Impact and Driving Continuous Improvement
ERGs can help track hiring outcomes and give ongoing input on job descriptions based on lived experiences of new hires. Their involvement drives continuous improvement, ensuring job descriptions evolve to meet the needs of future diverse talent.
What else to take into account
This section is for sharing any additional examples, stories, or insights that do not fit into previous sections. Is there anything else you'd like to add?