This is What We Call ‘Ineffective’ Language in Diversity Recruiting

 
 
 

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Language is so powerful that it can move us all forward or leave some of us feeling left behind. And here at Team JTC, we want to ensure no one’s left behind on this journey. So, this week, I want to spotlight a video from our YouTube channel, Diversity Recruiter Central, where I unpack effective language via examples of ineffective language in diversity recruiting. 

 
 

You can watch the full video here. But for those who prefer a quick read, check out the summary below.

The Pitfalls of Ineffective Language

In order to understand what effective language looks like, it’s important to understand what I mean by ‘ineffective’ language. Notice, I’m not calling it right or wrong; it’s more about the impact these words have on people. Ineffective language often leaves room for assumptions, lacks specificity, creates confusion, and or leaves people out of the conversation. 

Let’s dive into 3 such examples of what ineffective language looks like.

Ineffective Language Use #1: The Way We Use the Term ‘Diverse’ 

An example of ineffective language to use is how we’ve been using the term ‘diverse.’ I have been that person, too, in the past. When I first started this journey, I would say ‘diverse people’ or ‘diverse populations’ as a euphemism, instead of saying “we’re trying to increase representation among Black or Latinx employees or people with disabilities.” I would use the term ‘diverse’, which is not effective language because it leaves people out of the conversation and can be confusing. 

Remember that diversity is not because of me or within me; diversity is because of us. There can be no diversity with just me as an individual, so I cannot be diverse. Diversity is in context to a group, not a person. Diversity means variety; it means different.

So, if you just call me ‘diverse’, you’re calling me different. Different from whom? And this is where we start talking about norms or the status quo. I may be underrepresented within an organization, but I’m not different from the status quo.

Ineffective Language Use #2: We’re Looking to Hire More ‘Diverse’ People

Rather than saying, “I’m looking to hire more diverse people,” consider saying, “We’re trying to increase diversity in our candidate pool, and we’re working to increase diversity within our organization.” But if you want to go a level deeper and be more specific, here’s what you can say: “We want to increase representation among the X population.” It’s about naming the population where you want to increase representation. 

Right now, the reason why organizations want to increase diversity is that several populations are left out of the conversation. It’s your organization’s responsibility to be clear to all employees about where you’re highly underrepresented and where you’re highly overrepresented.

For example, saying, “We want to increase representation among Black women in executive leadership positions”, provides clarity because it addresses areas of underrepresentation.

Ineffective Language Use #3: Minorities…

Let’s talk about another key piece of language: using terms like ‘minorities’ or ‘marginalized’ groups. We’re essentially referring to the same groups of people here, but with a twist. We’re focusing on why these groups are underrepresented—it’s all about the barriers that have been put upon them that have caused inequities.

Now, you might often hear ‘increasing diversity among minorities.’ Personally, I’m not too keen on the word ‘minority.’ Minority means less than in terms of population. Therefore, the language is ineffective in this context. In the past, we’ve used it as a shorthand for talking about historically underrepresented groups, or as a nice way of referring to Black and Latinx employees.

A more effective term is ‘minoritized’. This term gets to the heart of the matter—the things that have been put upon, the perceptions that have been put upon these populations that have given the incorrect perception that they are lesser than.

Establishing a Baseline of Common Language

Creating a baseline of common language in diversity recruiting is crucial and starts here. It involves using terms that don’t exclude people, that are specific, and that everyone has access to be able to use without the fear of misspeaking or being reprimanded.

This inclusive approach encourages more people to engage in conversations around increasing diversity, leading to more positive outcomes within organizations. Want to learn more? Check out our eBook, A Beginner's Baseline of Effective Language to Use in Diversity Recruiting.

JOIN US IN THE COMMENTS: Now, it’s your turn. What changes have you made in your language to be more inclusive in diversity recruiting? I’m eager to hear about your experiences!

 
GJennifer Tardy