Crafting Inclusive Job Descriptions: A Strategy to Leadership Diversity in International Schools

In my previous article, I highlighted how the use of inclusive language is a cornerstone of more inclusive recruitment practices. This principle takes on even greater significance in the diverse landscape of international education. The language we employ in job descriptions plays a pivotal role in attracting a wide range of talented candidates, which is particularly crucial given the current state of leadership diversity in international schools. As we delve deeper into this topic, we'll explore how carefully crafted language can be a powerful tool in addressing the existing disparities and fostering a more representative leadership.

The Current State of Leadership Diversity

Recent data from a survey conducted by the Council of International Schools (CIS), in collaboration with the Diversity Collaborative, International School Services, and George Mason University, paints a stark picture of leadership diversity in international schools:

• 75% of heads of international schools are male, creating a gender ratio three times more male than female in this role.
• Only 11% of heads of schools are from Non-Western countries.
• 84% of heads of school and 74% of those on leadership teams are white.
• While 61% of teachers are female on average, women are significantly underrepresented in governing boards (40%) and as heads of schools (25%).

These statistics highlight the urgent need for more inclusive hiring practices in international education, particularly at the leadership level.

The Power of Words in Recruitment

Research shows that the language used in job descriptions significantly impacts the diversity of applicant pools. A study published in the Journal of Personality and Social Psychology found that gendered wording in job advertisements exists and sustains gender inequality.

Strategies for Inclusive Language

1. Gender-Neutral Language

Use gender-neutral terms and pronouns to ensure your job descriptions appeal to all candidates. For example:

• Instead of "he/his" or "she/her," use "they/them" or "the candidate".
• Instead of "headmaster" or "headmistress," use "head of school" or "school principal".
• Replace "chairman" with "chairperson" or "chair".

2. Focus on Skills and Competencies, Not Background

International schools are microcosms of global diversity, with students and staff from various cultural, linguistic, and educational backgrounds. To truly embrace this diversity and attract a wide range of qualified candidates, it's crucial to focus on the skills and competencies required for the role rather than specific backgrounds or qualifications that may inadvertently exclude talented individuals. Consider the following examples:

• Instead of: "Native English speaker with an MBA from a top Western university" Use: "Fluent in English with an advanced degree in finance, business administration, or related field".
• Replace: "10 years of experience in a British or American international school system" With: "Proven track record in financial leadership within diverse educational settings".

Be mindful of cultural references that might not translate globally. A study in the Harvard Business Review suggests that job descriptions should avoid idioms or colloquialisms that might be unfamiliar to international candidates. 

Implementing Change in International Schools

To create more inclusive job descriptions:

1. Review current job postings for biased language
2. Train HR staff and hiring managers on inclusive language
3. Use technology tools to scan for potentially biased terms
4. Regularly update your language guidelines to reflect evolving best practices

Words don’t just describe the world around us, they build it.

Partnering for Inclusive Executive Recruitment

As schools strive to enhance their diversity and inclusion efforts, implementing effective inclusive recruitment practices, particularly for executive and C-suite roles, becomes essential. At 12M Recruiting, we recognize the importance of fostering diverse leadership teams that reflect a wide range of perspectives and experiences. Our expertise lies in supporting organizations in their journey toward inclusive recruitment. We can assist you in:

1. Expanding your search to include a broader range of talent pools, including both local and international candidates.
2. Crafting inclusive job descriptions that resonate with diverse candidates.
3. Implementing blind resume screening to minimize unconscious bias.
4. Forming diverse interview panels to enrich the evaluation process.
5. Utilizing structured interviews to ensure consistency and fairness.
6. Tracking and measuring diversity metrics throughout the recruitment process.

By collaborating with 12M Recruiting, you can enhance your executive recruitment strategy to align with best practices in diversity and inclusion. Together, we can work towards building a leadership team that not only drives innovation but also reflects the values of equity and inclusion that are vital in today’s business landscape.

Get in Touch

If you need assistance with your recruitment strategy, don't hesitate to reach out. We're here to help you find the leaders who will shape the future of your organization.

LinkedIn: Ilaria Cortesi

References:

Gaucher, D., Friesen, J., & Kay, A. C. (2011). Evidence That Gendered Wording in Job Advertisements Exists and Sustains Gender Inequality. Journal of Personality and Social Psychology, 101(1), 109-128.

Bohnet, I. (2016). How to Take the Bias Out of Interviews. Harvard Business Review.Society for Human Resource Management. (2018).

Neyra, A. (2021). What the data tells us about diversity in international school teaching staff and leadership. [online] Council of International Schools. Available at: https://www.cois.org/about-cis/news/post/~board/perspectives-blog/post/w... [Accessed 3 Sep. 2024].