Recruiting is competitive. The way to win top, qualified, diverse talent win is to create and execute the best hiring strategy. In this multi-part series, we will examine specific tactics to complement your recruiting strategy. This article examines how a simple question about gender pronouns improves the candidate experience. (check out our first article on diversity job boards).
Gender pronouns play a significant role in promoting inclusivity in the hiring process. By acknowledging and respecting an individual’s gender pronouns, organizations can enhance the candidate experience and demonstrate their commitment to fostering a diverse and equitable workplace. In this article, we will explore the importance of inclusivity in recruitment, when to ask for pronouns, how to ask for pronouns respectfully, legal considerations, and strategies for training your team to effectively use gender pronouns during the interview.
Inclusivity in the Hiring Process
Time and again, studies show diverse teams are the most effective and successful teams. Diversity comes in many forms – different educational backgrounds, career paths, genders, races, and life experiences, to name a few. Your recruiting strategy, in order to best serve the company, must consider how to attract and hire diverse talent.
Your recruitment process is the gateway to your workplace. Your process determines how wide you cast your net. As well, it sets the tone for the candidate’s experience and their perception of your company. By prioritizing inclusivity, organizations can attract a wider pool of talented candidates who feel valued and respected. Recognizing and respecting gender pronouns creates a safe space for transgender and non-binary individuals, helping to mitigate bias and discrimination. Inclusive hiring practices promote diversity, and innovation, and contribute to a positive company culture.
When to Ask for Pronouns
Since the aim is to create a respectful candidate experience, selecting the right time to ask for pronouns is key. By asking too early, when the information isn’t really necessary, you can make someone feel uncomfortable. Asking too late, you can create an awkward situation.
The sweet spot is asking when prepping materials for a live interview (onsite or video). The interview stage is when this information will become relevant. For example, during introductions as the candidate is passed along from one interviewer to another: “Cam, please meet Sarah, one of our Product Managers. Sarah, I’m pleased to introduce you to Cam, our candidate for the Software Engineer position. I will leave them in your capable hands.”
Proactively asking for pronouns prior to an interview, you avoid an awkward situation, make the candidate more comfortable, and signal your commitment to inclusivity.
How to Ask for Pronouns
Asking for pronouns should be part of your interview prep process. If you have an “interview kit” for candidates, adding a question about pronouns to this kit is ideal. This should be a stand-alone “page” (ideally, digital) in the kit. Here is suggested verbiage to phrase the question:
Respect is one of our 4 core values. To align with this value, we want to make sure we address everyone correctly. If you’d like to share your gender pronouns with the interview team, please complete the below question.
What are your gender pronouns?
- She/her/hers
- He/him/his
- They/them/theirs
- I prefer to self describe as:__________
- I decline to state
Once received, this information should be added to the candidate record in your applicant tracking system for the interview team to reference. As well, documents that are sent to the candidate should pull data from this field as needed.
Please take note, nowhere in the template language (or in this article) have I used the lingo “preferred gender pronouns.” The term preferred undermines the respect and trust you are trying to create with candidates, as it denotes a choice in what pronoun to use when addressing the candidate. This isn’t a dealer’s choice situation; refer to the candidate as they wish to be referred to.
Legal Considerations
While it is generally acceptable and encouraged to ask for gender pronouns, it’s essential to be aware of local legal considerations. In certain jurisdictions, there may be specific regulations or protections related to gender identity and expression. Familiarize yourself with the applicable laws and consult legal counsel to ensure compliance and avoid potential discrimination issues.
While it is valuable to ask for pronouns and create an inclusive environment, it is equally crucial to respect a candidate’s privacy and confidentiality. Ensure that pronouns and other personal information are treated confidentially and shared only with individuals directly involved in the hiring process. Data protection and privacy considerations should be upheld at all times.
Training Your Interview Team
Effectively using pronouns in the interview process requires training and awareness among your team members. Here are some strategies to consider:
- Education and awareness: Conduct training sessions to educate your team about gender identity, pronouns, and the importance of respectful language.
- Lead by example: Encourage team members to share their own pronouns and model the use of pronouns during internal communications and interactions. An easier way to do this is to add pronouns to your email signature.
- Practice scenarios: Provide opportunities for your team to practice asking for and using gender pronouns in mock interview settings, ensuring they are comfortable and confident in their approach.
- Create resources: Develop a style guide or reference document that outlines inclusive language practices and includes a section on gender pronouns. Provide sample emails to candidates utilizing pronouns.
Summary
Promoting inclusivity and respect in the hiring process through the use of gender pronouns is a powerful way to create a welcoming environment for all candidates. By prioritizing the candidate experience and fostering diversity, organizations can attract top talent, enhance employee engagement, and contribute to a more inclusive and equitable workplace. Embracing gender pronouns is an essential step towards building an inclusive work culture that values and respects all individuals, regardless of their gender identity.
The contents of this post are for educational/informational purposes only and are not legal advice. Consult with competent employment counsel in the state(s) in which you employ people with your specific questions.
