Without realising it, we all use language that is subtly ‘gender-coded’. Society has certain expectations of what men and women are like, and how they differ, and this seeps into the language we use. Think about “bossy” and “feisty”: we almost never use these words to describe men.

This linguistic gender-coding shows up in job adverts as well, and research has shown that it puts women off applying for jobs that are advertised with masculine-coded language.*

This site is a quick way to check whether a job advert has the kind of subtle linguistic gender-coding that has this discouraging effect. Find out more about how this works.

https://gender-decoder.katmatfield.com/

The study reveals gendered wording in job ads affects women's perceptions and interest. Masculine-coded language in ads for male-dominated fields makes women feel less belonging and appeal, although it doesn't impact their self-assessed ability. This subtle language use contributes to gender disparities in male-dominated industries, perpetuating gender inequality.

https://gap.hks.harvard.edu/evidence-gendered-wording-job-advertisements-exists-and-sustains-gender-inequality

The Industry Competency Model Initiative, sponsored by the U.S. Department of Labor, develops dynamic competency models for key sectors of the American economy. These models define foundational and technical competencies needed for various industries. Competency models support workforce partnerships and are used by educators, businesses, and workforce development professionals for curriculum planning, credential identification, skill development, career path creation, worker recruitment, and identifying workforce skill gaps. The Competency Model Clearinghouse offers resources and tools for competency-based education, training, assessment, and credentialing, aiding in the development of career pathways across industry sectors.

https://www.careeronestop.org/competencymodel/home.aspx

This GPT output compares traditional and performance-based job descriptions. Traditional job descriptions focus on skills, experiences, and academic requirements, while performance-based descriptions use key performance objectives (KPOs or OKRs) to define a role. The latter approach is more dynamic and tailored, focusing on future potential and outcomes, whereas traditional descriptions emphasize past qualifications and static duties. Performance-based hiring aligns recruitment with organizational goals, assessing candidates based on their ability to meet specific performance objectives. This method is seen as more effective in ensuring candidates align with the role and the company's broader objectives.

https://chat.openai.com/share/b89549c3-c055-44ae-b154-0910a3acbba6?inf_contact_key=3b17f859ca2e6a9b1a7b200324ebb9bb16358d5485884e2f31e6019a0d26c8b0