IF EDI is Your Goal, Stop Using Jargon

Business etiquette is not just about handshakes or business cards. There is a large component of working well with others that has to do with how we communicate and whether we are cognizant of sharing information in a manner that is not just respectful but is also clear.

As many professionals do, I keep an eye open for interesting opportunities out in the work world. It is helpful to know what employers are looking for, whether you are actively searching for a new job or are more passively watching what the trends are.

A trend that I cannot seem to wrap my head around is the paired use of both corporate jargon and inclusion commitment statements in job postings. I am an advocate and supporter of EDI (equity, diversity, and inclusion) initiatives, and believe that they work when they are part of the fabric of the organization. However, when I see these commitments alongside language that is, quite frankly, barely decipherable to someone who has spoken English their entire life, I worry that EDI commitments are not as integrated into the organization’s operations as is suggested.

Here is an example of a bullet point under “Roles and Responsibilities” from a recent job posting: “ideate and innovate toward our North Star.”

HR recruiters, help me out here. What do you think that a person for whom English is not the first language is going to get out of that statement? Most native English speakers have to do a double take and sort through the jargon-of-the-day to figure out what that means. I can only imagine the confusion that results from reading a statement that is highly centered on not just an English speaker, but probably a US American English speaker (who knows if the British, Irish, Canadians, Australians, or other English speakers regularly use this jargon?). What do potential candidates think that their daily work life will be?

I get it. Companies are under a lot of pressure to use the most current “corporate speak” to be in line with their peers. But this creates a problem, a conflict. You can’t recruit excellent candidates if their first impression of you is “I don’t have any clue what they expect me to do, so I am probably not qualified for this job.”

If the commitment to EDI is real, rather than a box you believe you have to check, think about how you communicate to those from across cultures. Does this translate outside your industry? If not, it is jargon and you need to find new wording for it. Does this make sense to those from other language or cultural backgrounds? If not, rewrite it for clarity.

Communicating well across cultures requires looking at your language and your behavior from the other person’s perspective. Consider not just how it sounds or reads to you, but also how it might be heard from someone who has a different life and work experience than you do. Inclusion requires it.

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