May 10, 2023

As an HR leader, establishing an environment that promotes diversity and inclusiveness is crucial for all employees to feel welcomed, respected, and valued. Inclusive language is a significant factor in fostering a positive environment where employees feel they can bring their whole selves to work. By being mindful of what language you use, you ensure your business creates a culture of acceptance and understanding, which, in turn, positively influences employee engagement and attracts new talent to your organization.Just as technology progresses rapidly, bringing various changes to organizational cultures, so must our dialogue—creating the opportunity to phase out outdated phrases that perpetuate exclusivity or stereotypes. Let’s explore how we can use more inclusive language to create a cohesive work environment for everyone!Using Inclusive Language to Promote a Diverse WorkplaceIt’s no longer a platitude to say “words matter”; we have hard evidence that they do. Using inclusive language in the workplace is essential for promoting a diverse and equitable environment. By speaking inclusively to everyone, organizations create a space where all employees feel safe and respected.Tips for staying mindful of using inclusive language: Use gender-neutral terms when referring to teams or individuals (i.e., sales associate instead of salesman)Avoid language that makes assumptions or only makes sense to a specific demographic (i.e., sports references)Being mindful of the historical context of common phrases (i.e., “rule of thumb”)Additionally, leadership would do well to recognize that diversity encompasses more than just race and gender but also includes ethnicity, religion, language, sexual orientation, disability status, and socioeconomic status.Inclusive language helps ensure that people of all backgrounds and identities are respected and included in the workplace. Incorporating inclusive language into the workplace can help create a sense of belonging and a culture of acceptance, respect, and belonging. Organizations should ensure that their language is culturally sensitive and appropriate to all staff members. This can only be accomplished by first recognizing commonly used exclusionary language and actively working to eliminate it from the workplace.Why is Inclusive Language a Priority?When forward-thinking leaders start discussing the elimination of divisive or exclusionary language, they’re occasionally met with pushback from one source or another. Those hesitant to change may ask: Why are we suddenly concerned about these phrases? Is this really an issue?Foster a Sense of CommunityIt’s conceivable that some individuals in your workplace are not bothered by these examples, but that’s likely because they’re not personally affected by the exclusion that they evoke. The importance of inclusive language is to make everyone feel included, not just those who are deemed the majority. By creating an environment of inclusion and respect through inclusive language, organizations demonstrate their commitment to respecting and recognizing the value of each team member. This ultimately leads to a stronger sense of community within the workplace and increased collaboration between colleagues from different backgrounds.Additionally, research has shown that having a diverse workforce results in higher innovation levels due to an influx of unique perspectives, leading to improved business outcomes and success.Improve Your Employer BrandNot only does inclusive language help your existing team feel understood and respected, but it can also help attract future talent to your organization. Using inclusive language helps all feel welcome in joining your team, and it’s also likely to broaden your candidate pool to a more vast audience.Companies who request “native English speaker” in their requirements but actually mean “fluent in English” could be unknowingly eliminating top talent from applying.Similarly, using the words “salesman” instead of “sales representative” or “secretary” instead of “executive assistant” could discourage certain applicants from applying based on stereotypical gender roles.These simple nuances, at minimum, could feel out of touch and inappropriate. At most, they could cost you a quality hire. Taking the time to familiarize yourself with these subtleties in the workplace is a requirement for quality hiring in 2023.Inclusive language is vital in creating a diverse and inclusive workplace founded on respect for differing backgrounds. Being aware of your words—and understanding their implications—will enable you to create a workplace that fosters collaboration and innovation while fostering respect, belonging, and acceptance among all colleagues.Learning to speak with inclusivity is essential for long-term success and helping those around you feel comfortable and included. Download the ebook The Best Hiring Strategies for 2023 today to learn how to bring these concepts into your hiring practice and ensure everyone has an equal opportunity for growth in the workplace.

The Silicon Valley Bank, once the tech industry’s darling, collapsed spectacularly, leaving a trail of chaos and uncertainty in its wake. Dubbed the “tech industry’s bank,” SVB’s collapse is now hailed as the most significant failure since the 2008 global financial crisis. The collapse has sent shockwaves through the industry, forcing a government takeover and calling into doubt the fate of almost $175 billion in customer deposits. As the dust settles, the impact of the collapse on the job market is becoming clear.From Silicon Valley to Wall Street, the SVB collapse has sent ripples through the economy, leaving businesses, investors, and employees scrambling to assess the damage. Questions are swirling about what this means for jobs in the tech sector, how workers in affected industries respond to the news, and what steps can be taken to support those impacted. Let’s explore the fallout from the SVB collapse and what it means for the tech industry, startups, and jobs.Industries and Sectors Most Vulnerable to Silicon Valley Bank Collapse: What to ExpectThe reverberations of Silicon Valley Bank’s collapse are being felt far and wide, particularly in the tech sector, where a credit crunch threatens to stifle innovation and slow growth. Startups are struggling to secure the funding they need to keep up with their more established counterparts, and investors are growing increasingly skittish in the wake of the bank’s failure. As the shockwaves from Silicon Valley Bank’s collapse begin to subside, businesses across the globe are taking stock of the fallout. Some of the most high-profile casualties include Roblox, Buzzfeed, Sunlight Financial Holding Inc, Acuityads Holdings Inc, Cohu Inc, and Astra Space Inc, all of which had deposits with the bank. With so much uncertainty, companies scramble to protect their assets and stay afloat in an increasingly challenging economic landscape. In the aftermath of Silicon Valley Bank’s collapse, the tech industry is grappling with many challenges, from funding shortages to rising interest rates.Coping with the Aftermath: How Workers in Affected Industries are Responding and Overcoming ChallengesThe workers in affected industries are facing unprecedented challenges. The sudden loss of jobs and financial uncertainty has left many reeling, with months of hard work and dedication seemingly gone to waste. Some of the hardest-hit workers are those employed by SVB and those who hold deposits or investments with the bank. Months before the collapse, SVB had already laid off 100 to 120 employees, which likely added to the stress and anxiety of the remaining staff. To make matters worse, some SVB employees received up to 50% of their salaries in company equity, which could now be worthless. The emotional toll of the collapse has also been significant, with reports of staff barely eating or sleeping in the days after the news broke. As workers try to pick up the pieces and move forward, they face a complex and uncertain job market and the daunting task of finding new employment amid a global economic crisis.Supporting Your Team During a Financial Crisis: Effective Strategies for EmployersThe Silicon Valley Bank’s collapse has affected its customers and employees, who now face an uncertain future. As businesses and industries are impacted, employees may experience job loss, financial instability, and emotional distress. Employers can support their employees during this challenging time by providing resources such as career counseling, financial planning services, and access to mental health support. They can also offer flexible work arrangements and additional benefits such as extended health coverage and severance packages. A compassionate and understanding approach can go a long way in helping employees through this difficult transition. It’s essential for employers to keep their employees informed and involved in the process and to work closely with them to find suitable solutions to the challenges they face.Navigating a Competitive Job Market After Silicon Valley Bank Collapse: Tips for Job SeekersJob seekers in affected industries face a highly competitive job market. The following are the practical tips for succeeding in the demanding labor market:Identify transferable skills: Assessing your existing skills and exploring how they could apply to other industries can open up new job opportunities.Networking : Building and utilizing your professional network can help laid-off employees learn about job openings and connect with potential employers.Refining your job search: Narrowing the job search to specific industries, companies, or job titles can help employees focus on their efforts and increase their chances of success.Brush up on the interviewing skills: Practice answering common interview questions and be prepared to discuss how you’ve handled challenging situations. Additionally, research the company and industry you’re interviewing to show you’re knowledgeable and engaged.Navigating Legal Issues During a Bank Collapse: The Role of a Banking AttorneyThe collapse of a bank like Silicon Valley Bank can leave business owners feeling helpless and vulnerable, wondering how they can protect their assets and navigate the complex legal landscape that follows. This is where a banking attorney can step in to help. By working closely with regulators and other parties involved in the bank’s collapse, a banking attorney can assist business owners in protecting their assets, such as deposits, loans, and investments. They can also provide legal advice on regulatory compliance, contractual obligations, and other legal matters that may impact a business owner’s operations.In addition, a banking attorney can help with litigating claims on behalf of business owners who have suffered damages due to the bank’s collapse. This can include filing lawsuits against the bank or other responsible parties to recover losses and damages. With their specialized knowledge and banking law experience, banking attorneys can provide invaluable support and guidance to business owners during this difficult time.The Bottom LineThe collapse of Silicon Valley Bank has had a profound impact on the job market, with many employees and job seekers feeling the effects. However, by taking proactive steps, such as reevaluating career goals and seeking new opportunities, individuals can position themselves for success in a competitive job market. It is also vital for business owners to seek the guidance of banking and legal professionals to protect their assets and navigate the complex aftermath of a bank collapse. As we move forward, it will be crucial for all stakeholders to work together to rebuild and strengthen the economy.AuthorAndy Latkovskis is an HR Officer specializing in employee training and development. He is truly passionate about nurturing talent and ideas that evoke transformative change in individuals, teams, and organizations. Andy is always seeking opportunities to help others with his expertise, be it by his profession or simply sharing his experiences and advice online.

 Subpar communication sends candidates running for the exitsAt a time when the labor market remains tight, and skills shortages are increasingly common, companies need to be capable of setting themselves apart from their competitors. The hiring process should immediately show candidates that the company respects their time, values fairness, and prioritizes consistent and open communication. A high-quality candidate experience is indispensable to attracting and hiring the best employees.The 2023 Criteria Candidate Experience Report  contains an array of insights from a survey of over 2,000 job-seekers around the world, and it provides the latest data on what candidates are looking for (as well as what they’re trying to avoid) in the hiring process. One of the most alarming findings from the survey is that companies are struggling with communication in hiring. This blind spot seriously impacts the hiring experience and leads promising candidates to run toward the exit.HR professionals are responsible for developing a transparent hiring process that keeps employees engaged from beginning to end. All candidates deserve to know what they can expect from a role, what the hiring process will entail, and the status of their application. When HR teams provide ample information about all the above and make themselves available throughout the hiring process, they’ll drastically increase the quality of their hires.Inadequate communication is a major candidate pain pointWhen hiring managers fail to provide sufficient information about the role, keep candidates updated, or answer questions promptly, they risk alienating and ultimately losing prospective employees. The Criteria survey found that the number one reason candidates abandon the hiring process is poor communication between recruiters and employers. Most candidates (54 percent) say they have stopped pursuing an open position.It would be bad enough if companies were merely slow to respond or reliant upon ineffective communication tools and techniques. But the problem is even more severe than that – 39 percent of candidates report that a recruiter has ghosted them over the past year. This is the worst possible communications failure, as it shows candidates that the company is completely indifferent to their needs and willing to waste their time. Beyond the fact that this is deeply disrespectful behavior, it can also harm a company’s reputation and limit the pool of qualified candidates willing to apply.HR teams should closely examine the entire recruitment funnel to avoid poor or sparse interactions with candidates to identify and fill communication gaps. This will ensure that candidates are engaged throughout the hiring process and increase companies’ likelihood of attracting and securing talent.Improving communication at every stageMany candidate engagement touchpoints are essential for providing exceptional hiring experiences: job ads, initial outreach, pre-employment assessments, follow-ups, and onboarding information are critical to the hiring process. While HR professionals often have limited control over certain elements of the hiring process – such as salaries and benefits, which are subject to budget constraints, economic shifts, and market factors – they’re always capable of improving their communications.HR teams must offer thorough and accurate information on compensation, responsibilities, culture, and every aspect of the role and the hiring process itself. For example, the second-most-cited reason candidates drop out of a recruitment process is the discovery that a proposed salary didn’t meet expectations. This is also a communication issue – a recent Monster survey reports that 98 percent of candidates think employers should provide salary ranges in job ads. At the same time, a majority said they wouldn’t even apply to a company that omits this information.The Criteria survey found that a “lack of communication” is the top issue that affects candidates’ opinions of a company, and misrepresentations of job requirements and salaries follow this. These are all reminders that responsive, respectful, and comprehensive communications are integral to any successful hiring process.How communication facilitates better candidate experiencesPoor communication shows candidates that the company doesn’t respect their time and effort, making the process slower and less streamlined. According to the Criteria survey, other sources of frustration for candidates include an inordinately long decision-making process and “too many rounds of interviews.” In fact, over one-third of candidates say they have abandoned the recruiting process because it was taking too long.HR professionals have more tools than ever to increase communication in hiring and make the process more efficient. Eighty percent of candidates say they like video interviews (including 59 percent who strongly feel this way) – an indicator that companies should be wary of forcing candidates into the office for physical interviews. Companies also have to consider which types of interviews they’re conducting. Unstructured interviews don’t just have an extremely poor record  of predicting job performance – they can also contribute to a slow and cumbersome hiring process as candidates are subjected to one aimless conversation after another.Finally, HR teams can use pre-employment assessments to quickly and objectively evaluate candidates. Seventy percent of candidates say assessments help them showcase their potential beyond work experience, demonstrating that this hiring method will increase efficiency and perceptions of fairness. Assessments also provide an opportunity for dialogue – 90 percent of candidates say they like receiving feedback on their results, which opens constructive communication.A smooth, engaging, and transparent candidate experience is a major competitive advantage, as it allows companies to guide employees through the hiring process quickly and with minimal headaches. Communication is central to this process at every stage.AuthorJosh Millet, founder and CEO of Criteria