I came across a very interesting read on Employee Benefit News titled “Not investing in DEI? That decision could cost your company”. It’s worth checking out. We continue to hear that organizations are quick to make statements supporting diversity, equity, and inclusion (DEI) but are slow when it comes to implementing change. 

One area that organizations should be talking about when it comes to DEI is the recruiting process. Specifically, how to write a more inclusive job posting. Because if we can create a more inclusive hiring process then we can move toward a more inclusive workplace. 
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To help us understand more about writing inclusive job postings, I reached out to Katrina Kibben, chief executive officer and founder of Three Ears Media, a consultancy focused on helping organizations write great job postings. I love Katrina’s focus on developing better job postings. There are many aspects of the hiring process that we don’t have control over but the one we do have control over is how we ask people to consider working for us (i.e., how to communicate the job opening). 

The first time I ever experienced ageism was during a panel interview. I was one of the interviewers sitting in that big conference room after the conversation. We had three candidates to discuss. The other interviewers on the panel didn’t explicitly say they wanted a young candidate. They didn’t say that the other candidate in question was too old or too experienced either. 
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Instead, they said they wanted someone they could “mold.” They needed a candidate that was “teachable.” “We don’t need experience,” the manager kept emphasizing. I looked around curiously. While the other candidate was clearly more qualified than this young person with zero experience, it felt like the manager was hinting in every way that we should hire the younger candidate.