Total Jobs carried out a survey last year analysing 77,000 job adverts. They found 478,175 words which carry gender bias. This is an average of 6 male-coded or female-coded words per job advert.
The researchers also found that gender preferences can be conveyed subtly through words such as "competitive," or "leader", usually associated with male stereotypes, while words such as "support" and "interpersonal" are associated with female stereotypes.
The danger of not speaking to all candidates is that you risk creating a form of bias against candidates. This matters because a more diverse workforce has been shown to foster a wider variety of ideas and improve a company's profitability,
The unconscious nature of these gender bias decisions means that a very concerted effort needs to be made to effect real change and to ensure that diversity becomes a reality at every level of the organisation.
Only then can the benefits of a truly diverse workforce be enjoyed and experienced by modern employers.
Words matter. And the way we use them in job adverts can dictate whether or not people bother to apply. This is a big problem if you're a business trying to recruit more women and ethnic minorities into your workforce. So can tech help remove these unconscious biases?