ABSTRACT
Biases toward one’s gender/sex can lead to caution when choosing a workplace. Cues indicating identity safety or threat during the application process may influence employment decisions. We examined whether gender-inclusive, compared to gender-exclusive, language serves as such a cue. In Study 1, trans and/or nonbinary individuals evaluated job and organizational aspects based on differently gendered job advertisements. In Study 2, participants of all genders/sexes rated their willingness to apply based on differently gendered organizational self-descriptions. Gender-inclusive language led to more positive organizational evaluations (Study 1). It interacted with gender/sex in affecting willingness to apply (Study 2), mediated by perceived gender essentialism, anticipated stigmatization, and procedural fairness. Endosex cis individuals were unaffected by the language form, whereas trans, intersex, nonbinary, and agender individuals perceived gender-inclusive language as an identity safety cue. Gender-inclusive language offers organizations a way to signal that all genders/sexes are welcome.
Public Significance Statement
The language organizations use in job advertisements and self-descriptions can influence whether applicants feel included or unwelcome. This research found that gender-inclusive language matters—especially for trans, intersex, nonbinary, and agender individuals. At the same time, the use of gender-inclusive language does not reduce endosex cis individuals’ willingness to apply, making it the most effective linguistic choice to ensure that no one is excluded from the recruitment process based on gender/sex.