Many companies want to attract and keep employees from all genders, realizing the benefits of having a diverse staff. This is where gender diversity recruiting comes into play.

Gender diversity recruiting.
Business woman making plans with somebody, shaking hands.

What is Gender Diversity Recruiting?

Gender diversity recruiting is when you actively try to hire people from various gender backgrounds. It’s about making sure that everyone, regardless of their gender, has an equal chance to get a job. So, this approach helps create a fair and inclusive workplace where everyone feels respected, no matter their gender identity. Companies also do this to bring in different perspectives and ideas, which can make their teams more creative and productive.

Knowing the latest statistics on gender hiring helps recruiters keep on top of trends in gender-focused diversity hiring so they can adjust their hiring practices to suit them. 

Here is the latest research on gender-related DEI recruitment and what HR can do about it: 

Appcast’s Impact of Gender Diversity Recruiting via Gendered Wording on Candidate Attraction

This report found that job ads with language not specifically associated with males or females perform the best. These gender-neutral ads help organizations reduce the cost per application (CPA), increase application rates (AR), and attract a more significant number of applications for each job.

It also revealed that job ads with gender-neutral language had a 41% lower CPA than ads with words associated with males and females. And, job ads using gender-neutral words received 29% more job applications than ads using gender-specific phrases. 


  • Use gender-neutral pronouns like “they” instead of “he” or “she.” Or rephrase the sentence to avoid pronouns altogether. For example, instead of saying “he or she will be responsible for,” you can say “you will be responsible for.”
  • Use gender-neutral adjectives to avoid sounding discriminating, biased, or degrading against a certain gender.  Read our list of 170 gender-neutral adjectives when writing job descriptions. 

Hiring platform Applied analysis of over 7,500 job advertisements

Applied found that job ads using words related to men had fewer women applying, only 44%. But when the ads used neutral or women-related words, the number of female applicants increased to about 54%.

This same study looked at 3,200 job ads and found that using words that are neutral or related to women attracted more female applicants. This also made it more likely for a woman to get the job. The study also showed that 55% of the people hired were women, while only 36% were men.


  • Use gender-neutral job titles that don’t show a preference for one gender. For example, use “sales representative” or “sales associate” instead of using “salesman” or “saleswoman.” For more details about gender-neutral job titles, read our gender-neutral suggestions for the top 25 job titles. This blog offer an alternative to job titles that still use the word “man.”
  • Avoid gender-coded language that connotes gender biases. For instance, words like “assertive,” “ambitious,” or “nurturing” can inadvertently reinforce gender stereotypes. Try to choose neutral language that is open to all applicants. Check out our 20 Examples of Gender-Coded Words in Job Ads for more information about gender-coded words.

A LinkedIn Study on Women and AI

In the past 5 years, more women have started working in the AI industry. Since 2016, the number of women in leadership roles in Canada increased by about 5%, and in the US, it increased by about 4%. This growth is faster than the overall increase in women in leadership positions. The tech industry has also hired more women for leadership roles, showing progress in this area.

Similarly, Indeed has witnessed a 6.5% increase in women leaders globally. Employees who identify as women now comprise 41.9% of the global workforce. 36% are in leadership posts, and 30.2% are in technical roles. 


  • Instead of thinking about gender stereotypes, focus on the qualifications and skills needed for the job. Look at things like experience, communication skills, technical knowledge, and problem-solving abilities.
  • Talk about programs that promote diversity and inclusion. So, if your company supports these programs, mention it in the job description. This can show that your company values including everyone and might attract more people to apply.

Example: Zillow

Their commitment to gender equality is listed in their job description, specifically in their About Us and EEO statement

Zillow Group is an equal opportunity employer committed to fostering an inclusive, innovative environment with the best employees. We are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity, or Veteran status.

Read recent reviews on Glassdoor and recent recognition from multiple organizations, including the 100 Best Companies to Work For, Glassdoor Employees’ Choice Award, Bloomberg Gender-Equality Index, Human Rights Campaign (HRC) Corporate Equity Index, and TIME 100 Most Influential Companies list.

And, the company is committed to advancing equity and belonging:

Leadership: Increase representation of women and BIPOC talent in leadership roles.

Pay equity: Continue to ensure that all employees in similar positions and with similar qualifications are paid equitably regardless of their identity.

Payscale’s 2023 State of the Gender Pay Gap Report

This study found that women get 83 cents for every dollar men get, even if they have the same skills and do the same job. They are paid less for no clear reason.


  • Showing the salary in your job posting not only proves your company pays fairly but also makes more people apply. And it also improves your company’s reputation.
  • If you want to talk about the pay for the job, put it at the start of the job posting after the job title. If you need to show the salary for compliance, put it at the end of the job ad.

Strategies to Help with Gender Diversity Recruiting

In today’s workplaces, you need people from different genders working together. This diversity brings new ideas and creativity. So, to make this happen, companies need to plan carefully. By being fair and including everyone, regardless of gender, companies can create a welcoming work culture and environment.

Here are some ways companies can do this and make sure their hiring process is fair for everyone:

1. Neutral Language for Gender Diversity Recruiting

When you’re advertising jobs, use words that don’t favor any specific gender. This way, more people of different genders might apply. Stay away from words that seem more for men or women.

2. Inclusive Job Descriptions for Gender Diversity Recruiting

Write job descriptions that talk about the skills needed, not qualities specific to any gender. Also, mention that your company values everyone.

3. Diverse Interview Panels

Make sure different people are on the interview team. This helps avoid unfair opinions and gives different views when hiring.

4. Training and Awareness for Gender Diversity Recruiting

Teach recruiters and employees about biases they might not realize they have. Help them understand why having different genders in the workplace is important.

5. Networking Events for Gender Diversity Recruiting

Take part in or organize events where people can meet and connect. This includes events for women and those focused on diversity.

6. Mentorship Programs for Gender Diversity Recruiting

Create programs where experienced people help and guide those from genders not often represented.

7. Flexible Work Policies for Gender Diversity Recruiting

Give options like working from home or having flexible hours. This helps people with family or caregiving duties.

8. Equal Pay

Make sure everyone doing the same job gets paid the same, no matter their gender. Being clear about salaries can help fix any unfair pay differences.

9. Promote from Within

Help current employees grow in their careers by offering training and chances to move up in the company.

10. Partnerships

Work together with groups that care about having different genders in the workplace. Learn from what they do best to make our workplace better.

11. Feedback Mechanism

Make a way for employees to share their thoughts about gender diversity without being afraid of getting in trouble.

12. Data Analysis for Gender Diversity Recruiting

Look at data about who we hire and keep in the company. This helps us see trends and figure out how to make our workplace more diverse.

Why I wrote this:

Gender inclusivity is just one aspect of creating diverse and inclusive job descriptions. By being aware of the most recent trends and updates on gender-based hiring, you can tweak or overhaul your recruitment strategies to attract more candidates from underrepresented gender groups. 

Ongig supports diversity hiring by helping recruiters create compelling, gender-neutral job descriptions. Please request a demo to learn more.


  1. Appcast – Impact of Gendered Wording on Candidate Attraction
  2. People Management – ‘Masculine’ language in job adverts deterring female candidates, research finds
  3. LinkedIn – Women Are Still Underrepresented in Leadership and the Technology, Information and Media industry
  4. Indeed – 2022 Diversity, Equity, Inclusion & Belonging Report
  5. Payscale – 2023 State of Gender Pay Gap Report 

by in Diversity and Inclusion