Six Strategies for Creating a Gender-Neutral Hiring Process

Implementing a gender-neutral hiring process is essential for fostering a workplace environment centered on equality and inclusion. It not only promotes fairness but ensures the best candidates are chosen based on their skills and qualifications, regardless of gender. So how, exactly, can you ensure your hiring process meets today’s standards? We’re sharing six strategies to help you develop a gender-neutral hiring process:

1. Create Gender-Neutral Job Descriptions & Policies: Our words matter - both written and verbal - thus the language you choose to use in job descriptions can significantly influence who will even apply for a position. Our advice is to avoid using gender-specific pronouns or gender-biased words. Using "they/them" instead of “he/she” is an easy rewrite, or you can simply replace pronouns with “the candidate.” Be mindful when writing for jobs that typically carry a gender-bias such as hostess; for example, you will want to consider host/hostess as an alternative option instead. Job descriptions should also highlight your organization’s commitment to diversity; another way to encourage candidates from all backgrounds to apply.

Remember that this use of inclusive, gender-neutral language should carry over to your dress code and other policies, too.  

2. Standardize the Application Process: A company-wide standardized application process helps to ensure all candidates are evaluated equally. Consider implementing standardized application forms that focus on skills, experience, and qualifications, rather than personal information. Removal of identifying information such as names, gender, and photos from applications (blind recruitment) helps to prevent unconscious bias during initial screenings.

3. Train for Unconscious Bias: Speaking of unconscious bias, it can unknowingly affect hiring decisions in subtle, yet impactful, ways. Consider training all employees involved in the hiring process on recognizing and countering unconscious bias. You also want to ensure hiring panels are diverse, not just in terms of gender, but ethnicity and background as well.

4. Implement Skills-Based Assessment: By focusing on a candidates' skills and abilities rather than their background, you ultimately create a more equitable hiring process. Objective assessments should be developed that help you assess candidates based on their actual capabilities such as job simulations that directly relate to the job’s requirements, collecting samples of their previous work, or skills-based tests. Consistent interview questions will allow for a more equitable interview process, ensuring all candidates are assessed using the same criteria.

5. Monitor and Analyze Hiring Data: Implementing a gender-neutral hiring process is only the first step. You must regularly review your hiring data so you may identify and address potential biases in your process. Track demographic data and review hiring outcomes to help you see patterns that may indicate bias, and adjust accordingly.

6. Create an Inclusive Workplace Culture: Even the best hiring process ultimately means nothing if the workplace environment is not inclusive. You can write down inclusive verbiage in job descriptions and policies, but if your employees do not feel welcome and supported within your organization’s culture then you’re doing nothing more than checking the proverbial box. A positive workplace culture is crucial for keeping diverse talent and creating a gender-neutral environment. By implementing policies that support work-life balance, parental leave, and flexible work arrangements/schedules can help all employees thrive. You may also want to consider implementing Employee Resource Groups* (ERGs), which can help provide valuable insights and support for staff of any gender or background; ultimately enhancing overall inclusion efforts within your organization.

Creating a gender-neutral hiring process is an ongoing commitment by everyone in your organization; one that requires continuous evaluation and adjustment. By implementing the strategies mentioned above, HR managers and leaders will create a fair and inclusive hiring process that attracts (and retains) top talent from diverse backgrounds. The reality is that in today’s society, diversity and inclusion are not just ethical imperatives - they are key drivers of innovation and business success. By embracing these strategies you have the ability to lead your organization toward a more diverse, inclusive, and successful future.

*Employee resource groups are voluntary, employee-led groups based on shared characteristics or interests in the workplace. ERGs are often centered around underrepresented groups, such as women, BIPOC, LGBTQIA, and/or workers with disabilities. They can also focus on other areas, such as parenting, caregiving, and physical or mental health.