RECRUITMENT Gender bias in job advert rts 2. Analyse - 35,339

3. Competitive - 23,079 41

5. Confident - 13,8 4. Active - 20,041

Themost common female-biased words mentioned in UK job descriptions have been identified as:

1. Support – 83,095 2. Responsible - 64,909 3. Understanding - 29,638 4. Dependable - 16,979 5. Committed - 13,129

It was also found that positions at Senior level lean more towardmale applicants, compared to job titles such as “assistant” which leanmore towards female language at 28%male bias v. 58%female bias.

• Director (55%male bias v. 32%female bias)

• Partner (52%mal • Head (50%male

e bias v. 34%female bias) bias v. 36%female bias)


ould you be unintentionally excluding certain groups of people whilst trying to attract the right candidate to your school?

Are you looking for a “dynamic, driven and committed leader?” The odds are that you are looking for the ideal applicant for the job.

However, the type of language set out within your advert and job description could have a negative impact on the number ofmale and female applicants who apply, unconsciously beingmore biased toward one gender than the other.

Whilst unconscious gender bias is not specific to education, research carried out by the University of Waterloo and Duke University was analysed by job board, Totaljobs, and supported the theory of how

language used in a job adverts could impact on diversity.

In 2017, Totaljobs analysed 76,929 job adverts over a six-week period. The results indicated a sequence ofmale and female gender-coded words within UK recruitment, finding 478,175 words carrying gender bias language with an average of six stereotypicalmale and female words in each advert. Themost common biased words, alongside the number of times they were found in these adverts, have been identified below.

Themost commonmale-biased wordsmentioned in UK job descriptions have been identified as: 1. Lead - 70,539

Following the publication of the gender pay gap in education, research indicated that female applicants are less likely to apply to roles that are considered to be wordedmore towardsmale dominant language. As a result, there has been a decrease in the num senior roles and cou

ld explain why there aremore ber of women applying for

males in higher paying senior positions in schools than women.

Whilst we know biased language exists, how do we approach de-bias in adverts and job

descriptions? The first step is to focus on removing gender bias words to ensure your adverts are weighted equally towards bothmale and female applicants.

Totaljobs have developed a useful Gender Bias Decoder to assist employers in identifying unconscious gender bias wording being used in job descriptions. Schools should consider if the requirements are necessary to ensure they are not alienating a diverse range of candidates from applying.

Schools should evaluate their recruitment process and consider what requirements are necessary, as this could be an influencing factor in the talent that schools attract. Review your data and carry out an analysis to establish if there is more weight on female ormale candidates being shortlisted, interviewed and appointed. Ensure you highlight your commitment to inclusion, diversity and flexible working in your advert to encourage a more gender balanced pool of candidates.

Get in touchwith the Kent-Teach teamfo advice and assistance creating job adverts that attract the right candidates to your school.


03000 410 203 kent.teach@ca 

March 2020 53

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