Many companies want to attract and keep employees from all genders, realizing the benefits of having a diverse staff. 

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. 

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

Appcast’s Impact of 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 with strong male-coded words experienced a decrease in the number of female applicants, with only 44% of women applying. But, when employers replaced masculine words with feminine-coded or neutral words, the proportion of female applicants was projected to increase to around 54%.

And their analysis of 3,200 archived job ads revealed that using feminine or neutral words and phrases in the job descriptions attracted more female candidates. It also increased the chances of a woman being offered the job. The results of the analysis revealed that 55% of the successful hires were women, while just 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

This study found that in the last 5 years, there has been a rise in the number of women working in the AI industry.  Since 2016, there has been an improvement in hiring women for leadership roles in Canada and the US, with an increase of around 5 and 4%, respectively. This growth is faster than the overall increase in women in leadership positions. The tech industry has also shown progress, with more women being hired for leadership positions. 

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. 


  • Highlight the job qualifications and skills requirements rather than relying on gender stereotypes or assumptions. Focus on the competencies needed to succeed in the role, like relevant experience, communication skills, technical expertise, and problem-solving abilities. 
  • Highlight diversity and inclusion initiatives. If your organization actively promotes diversity and inclusion, include a statement in the job description that reflects this commitment. This can encourage a broader range of candidates to apply and signal that your company values inclusivity

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 revealed that women receive 83 cents for every dollar men receive. Even when female employees have the same skills and qualifications as their male coworkers and perform the same responsibilities, they are consistently paid less without reason. 


  • Display salary details in your job posting not only shows your company is promoting fair pay, but also increases your application rate and boosts your employer brand. 
  • When you want to highlight your pay, list it at the beginning of your job posting, ideally after the job title. If you want to be transparent with your salary for compliance, put it at the bottom of your job ad. 

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