![]() Using inclusive language helps students and recent graduates see themselves in your workplace. To be effective recruiters and DEI practitioners, it’s important to stay informed of new terminology, concepts, and trends that impact your work.įrom a personalized message to a career event, every interaction that recruiters and candidates have are important to building foundational relationships. Concepts to know: Early talent recruitment and campus engagement are always evolving to keep up with the times.Phrases to avoid: The list also contains everyday phrases with racist origins, and gendered or exclusive expressions and terms that will make candidates feel excluded, even if unintended.These principles can help you enter conversations mindful of an individual’s or audience’s preferences. Principles to remember: Every language is built off of rules and frameworks inclusive language is structured similarly. Improve your understanding of inclusive language by referring to this blog for: Having an inclusive glossary at the ready will help you and your team learn and update your vocabularies so that you’re not unintentionally exclusive. But to holistically and intentionally put what your culture preaches into practice, using inclusive language is a tangible way you can contribute toward an inclusive candidate experience and culture. We may all be familiar with the idea of Diversity, Equity, and Inclusion (DEI). Our recent Handshake Network Trends report found that more than half of respondents would not apply to a job or internship where there exists a lack of gender diversity among the workforce. This is especially true of Gen Z, the most diverse generation yet. An inclusive environment not only ensures equitable access to resources and opportunities for all, it empowers individuals and groups to feel psychologically safe, respected, engaged, motivated, and valued.
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