11 This story highlights highlights how we are making progress against the “Use Our Voice” goal of the refreshed DEI strategy. L anguage matters. How we speak and write about any topic—even the most routine —impacts how people perceive what is said or written. The impact is further magnified when we perceive through the lens of how consciously inclusive the words we use are. For instance, “execute” might seem like a neutral word to use in a job description—but when read through the lens of certain historical events and current experiences it can invoke associations with violence or capital punishment. Such word choices can lead qualified applicants to decide against applying for a position, whether consciously or subconsciously. Eliminating such words from job descriptions whenever possible will ensure that Booz Allen is activating a multi-channel approach to building a pipeline of underrepresented tech talent. This is just part of the work of an action item under the “Use Our Voice” goal in the firm’s diversity, equity, and inclusion (DEI) strategy and action plan. The firm is piloting an innovative artificial intelligence (AI) tool to help ensure job descriptions use inclusive language. “When you examine Booz Allen content, whether it’s words or pictures, you want to see yourself there,” explained Tom Downs, head of diversity talent acquisition at the firm. “We want our job descriptions to communicate that everyone is welcome here.” Utilizing AI for more inclusive job descriptions The AI tool was developed by TalVista, a conscious inclusion decision support platform whose mission is to “break the status quo and reduce bias in the hiring process.” The tool relies on sophisticated algorithms powered by nearly a decade of scientific research which identified words that may cause qualified candidates to not apply for open positions. When content is added, the BOOZ ALLEN HAMILTON tool searches for gendered terms as well as language shown to be noninclusive for underrepresented candidates. To use the AI tool, project teams simply paste the job description text into a platform that then analyzes the content. Potential exclusionary words are highlighted in red, while inclusive words appear in green. The tool even communicates the degree to which a word could be problematic; those words can appear on a spectrum from light pink to dark red. In addition to highlighting noninclusive language, the tool rates each job description—a negative number indicates the language is less inclusive. “Most job descriptions we input have a negative rating at first. Our goal is to get them to zero or, ideally, north of zero, into the positives,” said Downs. To help project teams make the content more inclusive, the tool suggests replacement words or phrases to use in lieu of highlighted words. Rather than using words such as “subject matter expert” or “expert,” the tool might suggest replacing it with a more neutral phrase like “extensive knowledge or experience.” This prevents someone from inadvertently disqualifying themselves from applying for the role if they don’t consider themselves an “expert.” As the content is revised, swapping noninclusive terms for inclusive ones, the tool then updates the score in real-time. Measuring progress and expanding horizons While the firm has previously used other tools, adoption of this AI tool marks a more standardized and rigorous approach to removing bias or noninclusive language from job descriptions. “[H]aving a tool with a tangible metric [is] a huge step forward in our DEI journey,” said Downs. Though only about six months into the pilot program, the firm has already begun collecting data to evaluate the AI tool’s impact. “We’re starting to When you examine Booz Allen content, whether it’s words or pictures, you want to see yourself there. We want our job descriptions to communicate that everyone is welcome here.” — Tom Downs, head of diversity talent acquisition at the firm track the amount of engagement with diverse candidates,” explained Downs. “To do this, we’re comparing how many diverse candidates apply for postings in 2022 against how many applied for the same job in 2021, before we used the tool. The difference between these two numbers should show us how well the tool is working, and it’s also just the right thing for us to do by being consciously inclusive with the words that we use.” Though it’s too early to determine the extent of the tool’s influence, other companies using it have seen significant results. “A peer of ours who uses the tool company wide saw a 20% increase in diverse applicants,” said Downs. “Those numbers are incredible, but regardless, being inclusive is just the right thing to do.” This is just one part of our work to activate a multi-channel approach to attract diverse talent. Find out more about how Booz Allen is working to create a diverse workforce.