Brainstorming session: Bringing inclusive marketing to recruitment and outreach
Our team, in alphabetical order:
- Amelia Kallaher, Cornell University
- Christine Custis, Shenandoah University
- Dave Clements, Galaxy Project
- Jane Herriman, Julia Computing
- Nathan Goldbaum, University of Illinois
- Noam Ross, EcoHealth Alliance/rOpenSci
- Sarah Supp, Denison University
At this year’s Diversity and Inclusion in Scientific Computing (DISC) Unconference, held in conjunction with the November 2017 PyData NYC conference, participants broke into a variety of working groups aiming to tackle issues related to diversity and inclusion. Our working group chose to brainstorm ways to make recruitment and outreach efforts (for example, for hiring managers or educational organizations) more inclusive.
Simple language choices can impact an audience, particularly members who self-identify as underrepresented within that audience.
Simple language choices can impact an audience, particularly members who self-identify as underrepresented within that audience. Thoughtful language choices can signal that an organization is aware of the environment they create and how that environment leads to the promotion and success (or not) of its community members. Furthermore, the wording we choose to advertise our events, jobs, programs, and company culture will invite some individuals in and encourage others to select out. Therefore, intentionally changing the language of external and internal communications to be inclusive and welcoming can expand applicant pools and increase diversity at an organization.
Our working group came up with some ideas and best practices that we think will help make your recruitment and outreach efforts more inclusive, whether you are:
- Writing a public facing website or blog,
- Recruiting job applicants, conference participants, or conference speakers,