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One thing women face is a barrier to their equal participation the workforce. Even though some barrier may be noticeable a new research was found which would provide women more opportunities.  Researchers from Waterloo and Duke Universities wanted to know if words on a job ad affected the amount of men and women that would apply. The results show that they do because women tend to be more adaptable to gendered words. This is a big issue if you’re in business trying to recruit more women and ethnic minorities into your workplace. The word “manage” encourages ore men then women to apply for role.  Using the word to “develop” would me more friendly term for women which was stated by Kieran Snyder, chief executive of Seattle-based Texito, an “augmented writing software” company.  They used artificial intelligence to highlight any terms that would be masculine or feminine and the software would make suggestions.  Within a 2 year period they saw an 80% increase into hiring women. By rewording will provide of equal balance of male and female applicants.


There are a few ways to attract both genders in jobadvertising. In the Gaucher, Friesen and Kay’s study stated the gender theme words impact women more then men. Restricting from using gender theme words or using neutral job can attract and equal amount of men and women. By improving the balance of gendered language in job ads can accomplished. Some changes that could be made are by finding male and female’s works and replacing then with neutral alternatives. It is also important that the ad has an equal amount of male and females words. Using feminine words will have a positive impact on women and a small effect on men compared vice versa. People bank stated that unless the job description doesn’t meet 100% to their liking women would not apply. It’s important that making these changes to motive more women to apply.


Job description can be sexist and written in ways that could be sending to female candidate the wrong message. Even though progress has been made women are still shut off in the workplace. Paycor stated that executive and upper management were set for males and women that were able to hold a professional position did the maximum they were allowed to do, fulfilling stereotypical roles that workingmanthat was considered appropriate. Women are started to break away from socially construction obstacles that are preventing them to become successful in the workforce.  Women started to gain opportunities thanks to the 19th Amendment, Equal Pay Act, the Civil Rights Act of 1964 and many more. One important factor in gender equality is that recruiters play a key role. Even though picking the best candidate is their priority, they are behind gender equally.  If they aren’t onboard with gender equally nothing will change. According to Gender Insight Report recruiters are most likely to open a males profile over females.  Ways of reducing unconscious bias is by being consciousness. Data can change behavior which is important to take notice because that will open opportunities  for women.


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