As global awareness of gender equality grows and regional mandates take effect, companies are urged to reorganize talent management structures to ensure fair and equal pay for both men and women.

For instance, the UAE recently introduced a directive requiring private companies to include female representation on their boards of directors. This legislation bolsters the UAE’s ongoing efforts to enhance women’s roles in the private sector, promote gender equality, and empower women as inclusive leaders who contribute to decision-making and economic growth.

“When it comes to gender equality, there needs to be an understanding that this doesn’t mean simply adding more women to the workplace. This causes women to feel that they are being added because balance is needed rather than being employed for their skills. Tokenism is at play, which impacts women’s psychological well-being,” says Emma Burdett, a gender equality expert and CEO of Women In Leadership Deliver (WILD).

She emphasizes that it’s about cultivating inclusive environments, engaging both men and women, and ensuring equity in opportunities, benefits, and pay.

A recurring issue is recruiter bias, where women are often excluded from talent pools. To make matters worse, the use of hyper-masculine language in job descriptions can deter women from pursuing leadership roles or advancing their careers.

Improving gender-neutral language in the workplace can significantly help, and here’s why.

​​OUTDATED RECRUITMENT PROCESSES

Burdett explains that crafting job descriptions with masculine and feminine language balance is essential for inclusivity.

Stereotypically masculine terms include words like “strong,” “directive,” and “assertive,” while feminine language often features descriptors like “dependable,” “responsible,” and “supportive.” Blending these can attract a diverse range of candidates and create a more balanced workplace.

“Subtle biases in the business process lead to substantial inequality with greater consequences for women. Meritocracy means that progress is based on talent and ability. Fairness needs to be implemented at all levels of the business. Looking at the language used internally and externally for hiring and promotion and ensuring a combination of both masculine and feminine language is vital. Inclusive language should permeate every facet of workplace communication from job postings to performance evaluations, team meetings, and corporate policies,” says Burdett. 

FLIP IT TO TEST IT

Burdett suggests that when employees encounter potential bias or something that feels off, a useful strategy is to flip the genders and ask themselves if they would still say the same thing. This simple exercise can help identify unconscious biases and create a more equitable work environment.

“Would you ever tell a man he’s too aggressive? Would you ask him about childcare if he’s working late?” asks Burdett. For instance, questions like, “Who babysits your kids when you travel?” or comments such as “You’re too aggressive” and “You’re not assertive enough” are often directed at women, highlighting a gender bias that needs to be addressed in the workplace.

By flipping the scenario, it becomes easier to spot the gender bias, as such phrases are rarely directed at male employees.

GENDER-NEUTRAL TERMS

Using gender-neutral terms rather than gender-specific ones can be helpful, even when the gender is known. For instance, using “leader” instead of “female leader” ensures inclusivity.

“By adopting pronouns like ‘they,’ ‘them,’ and ‘their’ instead of gendered pronouns, we show our commitment to creating an inclusive environment where everyone feels valued and respected,” explains Burdett.

Promoting and practicing inclusive language in the workplace is essential for leaders, as it fosters a culture of diversity, equality, and respect.

Inclusive language boosts collaboration, enhances employee morale, and reduces biases. “Using inclusive language creates an environment where all employees feel valued, included, and motivated to share their unique perspectives,” says Burdett.