How to Avoid Work Discrimination When Creating Job Ads

A job advertisement intends to attract the best candidates to fulfil a particular role. Though it may look like a list of requirements at face value, it can also subtly hint at work discrimination. 

Humans write job ads. Whether or not they are aware of it, their natural biases or preconceived notions may reflect in the advertisements that they create. They may unwittingly alienate prospective candidates or attract a smaller pool of jobseekers. Thus, practising inclusivity even from the job ad level is crucial to avoiding work discrimination.

First of all, what does job discrimination mean? More importantly, does it affect candidates searching for job opportunities?

Employment discrimination happens when workers are treated unfavourably based on prejudice over race, colour, religion, sex (including gender identity and pregnancy), disability, nationality, or genetic information. 

In 2021, Minister of State for Manpower Gan Siow Huang revealed that the Ministry of Manpower issues a yearly average of 40 warnings to companies with "minor" discriminatory hiring processes. In 2020, those numbers exceeded 70. 

Job discrimination at the hirer level affects the company's ability to fairly review and evaluate candidates based on their experience and competence.

Job discrimination presents itself in many ways. When it comes to hiring, however, here are some red flags for which to watch:

Feminine and masculine adjectives Certain words which may be construed as masculine or feminine may communicate a preference for a particular gender. 

Here are some examples of gender-themed words, according to Harvard research:

Masculine words:

• "Analytical"

• "Aggressive"

• "Competitive"

• "Motivated"

• "Resourceful

Feminine words: 

• "Committed"

• "Connect"

• "Compassionate"

• "Sensitive"

• "Support"

Admittedly, some jobs still call for a particular sex, such as a dressing room assistant for a department store. However, when writing gender-neutral job ads, never assume based on stereotype or perceived capabilities. Opt to describe using action words instead. For example, instead of writing: "Restaurant Hostess Wanted: Must Be Pretty With a Pleasing Personality and Polite Attitude" 

You can say: "Restaurant Hostess Wanted: Must Be Proficient in Communicating With Exceptional People Skills."

Stereotypes and gendered job titles Wording, as you may have gathered, is crucial in writing job ads. In fact, according to Singapore's Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP), you must avoid certain words or phrases to eliminate any bias. 

Avoid conveying stereotypes. For example, using phrases such as "youthful working environment" connotes a desire for younger applicants. Similarly, mentioning "Tamil-speaking environment" also conveys that a candidate of a particular race is not qualified for the role. Do not include such statements unless it is a specific job requirement. In such cases, the employer must state the justification for it.

Better examples include "speaks fluent Chinese" over "native Chinese speaker" and "job requires frequent travel" over "must not have children." Let the jobseeker see for themselves whether they qualify for the role.

Some words, by nature, manifest an inherent bias, such as gender-based job names. In today's age of gender equality, opt for more neutral options to communicate a sense of equal opportunity. For example, use "entrepreneur" instead of "businessman."

Lengthy job ads Data has shown that women tend to dismiss job ads that have more than six bullet points. According to Harvard Business Review, women need to feel they're 100 per cent qualified for a job before applying. Men, on the other hand, will apply even if they meet only 60 per cent of the requirements.

The shorter, the better. Keeping the job ad brief and concise will attract both qualified male and female applicants.

Organisational terminology Companies tend to have a personal vocabulary to refer to groups, initiatives, methods, or systems. Jargon can alienate applicants who may not be familiar with such acronyms, words, or phrases.

Even without company jargon, the tone of a job ad can also insinuate a bias. By using clear, simple, and straightforward messaging, candidates are less likely to perceive that they're not fit for a job.

Volume of competition Knowing how many other candidates applied for the same job affects whether women, in particular, will apply for a job. An employer who enables such volume-based application insights may affect a jobseeker's confidence.

In 2020, Gan addressed Parliament on cases of employers with discriminatory hiring practices. She reported an increase in job seekers who felt they were discriminated against while looking for a job. Moreover, 60 per cent of employers were penalised for displaying a recruitment bias for Singaporeans.

Singapore's MOM takes such cases seriously. Under the TAFEP, HR approaches must be progressive and mutually beneficial for employers and employees. Employers must select candidates based on their merits, such as their experience, qualifications, and skills. It means not factoring in the applicant's age, disability, family responsibilities, gender, marital status, race, or religion. 

The TAFEP proactively checks employers' adherence to MOM's Fair Consideration Framework (FCF). In the interest of labour market transparency, employers with suspected discriminatory hiring practices will be added to the FCF watchlist. Hirers' work pass privileges may be suspended if they are found guilty of work discrimination. Job applicants are free to report instances of suspected discriminatory job ads or HR practices. 

Hirers must first post their job ads on MyCareersFuture before submitting their Employment Pass and S Pass applications. While doing so, they must observe FCF job advertising requirements. Employers must utilise a rigorous proofreading process to ensure that their job ads are free of discriminatory words or phrases. They must ensure that these advertisements do not convey a preference for people of a specific background. 

At the end of the day, understanding and complying with Singapore's fair employment guidelines helps companies attract more qualified candidates. It also provides applicants with equal footing to find the job that is most suitable for them.

When employers promote fairness and equality in its recruitment process, it is a sign that it values workplace harmony. Employees can perform at work when they know they are respected and are understood.

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