While many companies include diversity and inclusion statements in job ads, vague language often fails to connect with candidates from historically marginalized groups. New research published by Chicago Booth Review on March 27 suggests that incorporating specific, measurable diversity goals into job postings can significantly increase application rates—especially among women. However, not all forms of measurable goals have the same effect across all demographics.
Research Insights
1. Vague vs. Specific Language in D&I Statements
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Common D&I phrases like “we value diversity” or “inclusive culture” are often seen as generic and unconvincing.
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When job ads include measurable hiring goals, applicants perceive the company’s commitment to diversity as more credible.
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Example: “By 2030, we aim to hire at least one woman for every one man we hire.”
2. Boosted Application Rates with Measurable Goals
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Across multiple studies, job postings with specific diversity goals led to:
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5% higher application rates overall among underrepresented groups.
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10% increase among white women.
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3% increase among other marginalized workers, including Black, Hispanic, and Asian individuals.
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3. Why Ratio-Based Goals Can Backfire
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Statements like “one racial minority for every racial majority hire” are perceived differently.
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These ratio-based goals may signal zero-sum outcomes, leading to reduced perceptions of belonging.
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Marginalized racial and ethnic groups may interpret these goals as tokenism, increasing concerns of alienation.
4. The Problem with Public Pledges That Lack Action
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Although most Fortune 500 companies have public diversity commitments, many still struggle to diversify.
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Researchers argue that the gap exists because companies fail to persuade marginalized candidates to apply, not necessarily because they lack good intentions.
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Behavioral science suggests clear goals, not just values, are what drive applicant interest.
To create more inclusive hiring pipelines, companies must move beyond generic diversity statements. Adding clear, measurable hiring goals in job ads can help organizations build credibility, increase applicant trust, and encourage more diverse talent to apply. However, it’s crucial to avoid zero-sum framing, especially in ratio-based goals, and instead emphasize belonging, equity, and growth opportunities for all groups.
Source – HR Dive
