Between Convention and Innovation: The Regional Diversity of Gender-Appropriate Language in Job Advertisements for Technician, Educator, IT and Nursing Professions
Stang, Philipp; Scholz, Stefanie; Winkler, Christian; Reimann, Sandra (2025-04-30)
Hryhorii Skovoroda University in Pereiaslav
30.04.2025
Stang, P., Scholz, S., Winkler, C., & Reimann, S. (2025). Between Convention and Innovation: The Regional Diversity of Gender-Appropriate Language in Job Advertisements for Technician, Educator, IT and Nursing Professions. PSYCHOLINGUISTICS, 37(1), 200-223. https://doi.org/10.31470/2309-1797-2025-37-1-200-223
https://creativecommons.org/licenses/by/4.0/
© Stang, P., Scholz, S., Winkler, C., Reimann, S. This work is licensed under a Creative Commons Attribution 4.0 International License.
https://creativecommons.org/licenses/by/4.0/
© Stang, P., Scholz, S., Winkler, C., Reimann, S. This work is licensed under a Creative Commons Attribution 4.0 International License.
https://creativecommons.org/licenses/by/4.0/
Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:oulu-202506134444
https://urn.fi/URN:NBN:fi:oulu-202506134444
Tiivistelmä
Abstract
Purpose:
This study investigates the integration of gender-sensitive language in German job advertisements, focusing on trans* inclusion. It aims to assess the extent to which employers in different sectors and regions adhere to guidelines for inclusive language, as outlined in the Bundesverband Trans* (German Trans* Association, 2020) publication, and evaluates the implications for workplace diversity.
Methods and Procedure:
A big data analysis was conducted on job advertisements from January and February 2024 across four occupational fields -engineering, IT, care, and nursery education - differentiated by region within Germany. The analysis explored the use of gender identifiers such as "m/f/d" and newer formats like ":in" or "m/f/x”, examining patterns and variations in language usage.
Results:
Findings reveal that the engineering and IT sectors predominantly use standardized terms such as "m/f/d”, with limited adoption of alternative formats. In contrast, the care and nursery sectors exhibit greater linguistic diversity, with regional variations particularly pronounced in nursery job postings. These differences suggest that cultural and occupational dynamics significantly influence the adoption of gender-inclusive practices. However, the analysis also highlights limitations, such as a narrow focus on formal language in job titles and the exclusion of in-depth contextual factors behind these linguistic choices.
Conclusions:
The study underscores the importance of gender-inclusive language as a tool for promoting diversity and inclusivity in the workplace. Recommendations include developing sector-specific guidelines, addressing regional differences, and fostering awareness of inclusive language practices. Future research should explore the psychological and sociological impacts of such practices on applicants and employer branding. By identifying current gaps and best practices, the study provides a foundation for optimizing trans* sensitivity in job advertisements and enhancing organizational inclusivity.
Purpose:
This study investigates the integration of gender-sensitive language in German job advertisements, focusing on trans* inclusion. It aims to assess the extent to which employers in different sectors and regions adhere to guidelines for inclusive language, as outlined in the Bundesverband Trans* (German Trans* Association, 2020) publication, and evaluates the implications for workplace diversity.
Methods and Procedure:
A big data analysis was conducted on job advertisements from January and February 2024 across four occupational fields -engineering, IT, care, and nursery education - differentiated by region within Germany. The analysis explored the use of gender identifiers such as "m/f/d" and newer formats like ":in" or "m/f/x”, examining patterns and variations in language usage.
Results:
Findings reveal that the engineering and IT sectors predominantly use standardized terms such as "m/f/d”, with limited adoption of alternative formats. In contrast, the care and nursery sectors exhibit greater linguistic diversity, with regional variations particularly pronounced in nursery job postings. These differences suggest that cultural and occupational dynamics significantly influence the adoption of gender-inclusive practices. However, the analysis also highlights limitations, such as a narrow focus on formal language in job titles and the exclusion of in-depth contextual factors behind these linguistic choices.
Conclusions:
The study underscores the importance of gender-inclusive language as a tool for promoting diversity and inclusivity in the workplace. Recommendations include developing sector-specific guidelines, addressing regional differences, and fostering awareness of inclusive language practices. Future research should explore the psychological and sociological impacts of such practices on applicants and employer branding. By identifying current gaps and best practices, the study provides a foundation for optimizing trans* sensitivity in job advertisements and enhancing organizational inclusivity.
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