Can Gender-Inclusive Language Function as an Identity Safety Cue? The Impact of Gendered Language Forms on Job Application Decisions Among Gender/Sex Minorities and Majorities

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.