Publication Date

Fall 2016


Intuitively, we all know diversity matters in recruiting and leadership development. McKinsey research points out that companies in the top quartile for racial and ethnic diversity are 35% more likely to have financial returns above their respective national industry medians. Strategic diversity recruitment is a way to effectively send talent through the recruitment pipeline, but it is crucial to mitigate bias. A candidate’s first interaction with employers is often through a job post that includes the job description and responsibilities. Without examining potential unconscious biases, job postings can include language that might deter a certain pool of candidates from applying, thus reducing the diversity of candidates. Through our research, we identified the beneficial use of gender fair language and flexible and inclusive wording in job advertisement and postings.


Suggested Citation
Collier, D., & Zhang, C. (2016). Can we reduce bias in the recruiting process and broaden/diversify pools of candidates by using different types of words/styles in job descriptions? Retrieved [insert date] from Cornell University, ILR School site:

Required Publisher Statement
Copyright held by the authors.