语言使用的差异性可能降低英国企业在招聘中对多样化人才的吸引力

  近日,领英最新研究表明,招聘过程中使用的语言类型可能会降低英国企业吸引多元化人才的机会。

 

  研究表明,男性和女性在应对某些词语的反应以及他们在招聘过程中用来描述自己的语言存在差异。例如,如果工作场所环境被描述为“有竞争性的”,相比于32%的英国男性员工,52%的英国女性员工将会放弃这一工作岗位。领英表示,在领英上,超过50,000个职位描述目前包括“竞争性”一词。

 

  领英还发现,40%的英国招聘人员在设计招聘广告时从不考虑性别问题,44%不会追踪或衡量他们职位所吸引员工的性别。只有48%的英国招聘人员接受过包容性语言和无意识偏见方面的培训。

 

  与此同时,领英的研究还发现,分别有24%和26%的女性员工会因为“天生的领导者”和“高要求”这些词汇而放弃岗位(相比男性的18%和17%)。

 

  该研究还发现,男性和女性在描述他们的工作经历以及他们在工作中表达自己的方式时,即使他们具有相似的资历水平,也会倾向于用不同的词语和语言。虽然男性和女性都使用可衡量的术语,例如用“努力工作”来表明自己的职业理念,但女性往往会使用更多不明确且与其性格相关的词语。事实证明,英国59%的女性会将女性员工与“软技能”联系起来。

 

  如果一位男性同事在一次会议中谈论他们,31%的女性会认为这名男性员工的态度是“居高临下”的,相比之下,只有17%的男性员工会这样认为。

 

  领英英国人才解决方案总监Janine Chamberlin表示:“这项研究凸显了了解男女在招聘过程和工作场所中互动的细微差异的重要性。”

 

  伦敦国王学院政治学教授兼全球女性领导学院院长Rosie Campbell也表示:“正确对待招聘广告的措辞是吸引合适候选人的关键。虽然对领英的其他数据表明,性别偏差语言的使用随着时间的推移而减少,但是,随着招聘岗位层级的上升,这种情况相对更为普遍。”

 

  UK - BUSINESSES COULD BE LOSING OUT ON DIVERSE TALENT DUE TO LANGUAGE USED IN HIRING

 

  (Aug.2, 2019, /staffingindustry.com/)The type of words used during a hiring process could be damaging UK businesses’ chances of attracting diverse talent, according to new research from LinkedIn.

 

  The research showed the differences in how men and women respond to certain words, as well as the language they use to describe themselves in the hiring process. For instance 52% of UK female workers would be put off a role if the workplace environment was described as ‘aggressive’ - compared to 32% of men. LinkedIn highlighted that over 50,000 job descriptions on LinkedIn currently include the word ‘aggressive’.

 

  LinkedIn also found that 40% of UK talent professionals never consider gender when writing job adverts, and 44% do not track or measure which gender their job posts are appealing to. Only 48% of UK talent professionals get training in inclusive language and unconscious bias.

 

  Meanwhile, LinkedIn’s research also found that 24% of women would be put off by the term ‘born leader’ (compared to 18% of men), 26% would be put off by the word ‘demanding’ (compared to 17% of men).

 

  The research also found that men and women favour different words and language both when describing their work experience and how they express themselves at work, even if they are at similar seniority levels. While both men and women use measurable terms like ‘hard-working’ to indicate their work ethic, women tend to use more words that are ambiguous and relate to their character. This is backed up by the fact 59% of women would most associate women with ‘softer skills’.

 

  If a male colleague talked over them in a meeting, 31% of women would describe him as ‘condescending’, compared to just 17% of men who would feel the same if a fellow man did it to them.

 

  Janine Chamberlin, Director, Talent Solutions at LinkedIn UK commented: “This research highlights just how important it is to understand the nuances in how men and women interact in both the hiring process and the workplace.”

 

  Rosie Campbell, Professor of Politics and Director of the Global Institute for Women’s Leadership at King's College London, also commented, “Getting the wording of an advert right can be key for attracting the right candidate. While analysis of LinkedIn data elsewhere suggests that the use of gender-skewed language has decreased over-time, unfortunately it is relatively more common as the positions advertised rise in seniority.”