How to Write Inclusive Job Descriptions
Writing an inclusive job description is the first step towards an equal and diverse organization. Inclusive job posts go beyond just listing qualifications and responsibilities. They are written in a way that welcomes people from different backgrounds, genders, ages, and cultures.
It’s vital to keep in mind that diversity in the workplace is more than a buzzword. Research has consistently proved how setting up diverse teams allows for varied perspectives and can even lead to better decision-making. Companies that prioritize diversity and inclusion tend to perform better and are more adaptable to changes. In fact, a McKinsey report found that companies with the best board gender diversity are 27% more likely to do well financially than those in the fourth tier.
In this article, we’ll cover the impact of inclusive job descriptions on attracting diverse talent and the importance of using inclusive language. We will also outline the key elements that make a job description truly inclusive. We’ll also discuss how to identify and eliminate bias in your postings and offer strategies for promoting diversity beyond the job description itself. By the end, you’ll have an in-depth understanding of how to craft genuinely inclusive job descriptions.
The Impact of Inclusive Job Descriptions
If you’ve ever used LinkedIn, you’ve probably been reminded a thousand times that inclusive job descriptions have a “powerful” impact on attracting diverse talent. But why exactly is this?
When candidates from various backgrounds see themselves reflected in the language and values expressed in a job posting, they are more likely to apply. On the flip side, non-inclusive job descriptions can put off qualified candidates who feel that the role or company may not be welcoming to them.
The benefits of a diverse workforce are well-documented. Companies with diverse teams are more innovative, make better decisions, and build a more positive company culture. Companies with a high level of racial diversity outperform industry norms by 35%. Additionally, diverse teams are more creative and better at solving complex problems because they bring a variety of perspectives to the table.
What’s more, statistics also support the importance of writing job descriptions without biases. A survey by Glassdoor found that 67% of job seekers, both actively and passively seeking employment, think it's important for a company to have a diverse workforce. Moreover, a study by Yello also revealed that 64% of job seekers consider a company’s commitment to diversity and inclusion an important factor in deciding whether to accept a job offer.
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Understanding Inclusive Language
What is inclusive language? Inclusive language means using words that make everyone feel valued, regardless of gender, age, race, abilities, or background. As we’ve anticipated, in job descriptions, inclusive language plays a key role in attracting diverse candidates and creating a safe workplace. Of course, it’s not enough, but it settles the ground for it.
Certain words or phrases in job descriptions can unintentionally draw out or discourage potential candidates. For example, using terms like “ninja” or “rockstar” might seem fun but could alienate those who don’t identify with those labels. Similarly, phrases like “native English speaker” could turn away qualified non-native speakers who can do the kind of work you're looking for—let's say, programming—just excellently. A Dutch programmer recently made waves in the entrepreneurship circles with his eloquent ideas, and he's by strict standards, not a native speaker.
Avoiding Gendered Language, Age Bias, and Cultural Insensitivity
- Gendered language: Avoid words that suggest a preference for a specific gender, like “he” or “she,” or gender-coded terms like “aggressive” or “nurturing.” Instead, use gender-neutral language like “they” or “the candidate.”
- Age bias: Words like “young and energetic” or “seasoned professional” can imply a preference for a certain age group. Focus on the skills and experience needed, not age.
- Cultural sensitivity: Be mindful of cultural differences. Avoid jargon or phrases that may not be understood universally, and make sure that your language is respectful of all backgrounds.
Key Elements of an Inclusive Job Description
Let’s now move on to those key things that every inclusive description must take into account.
Job Title
When it comes to job titles, keep it neutral and easy to understand. Leave aside gendered terms like “salesman” or “waitress” and go with something like “sales associate” or “server.” Also, steer clear of words like “junior” or “senior”—focus instead on the experience level you're looking for. Your goal is to make sure anyone, regardless of gender or age, feels comfortable applying. For example, swap “salesman” for “salesperson” or “sales associate” to make the role feel open to everyone.
Job Summary and Responsibilities
Use easy-to-read language that anyone—whether they're from a different industry, a non-native English speaker, or neurodivergent—can understand. Focus on what the job aims to accomplish rather than any personal traits you might assume a job seeker should have.
Additionally, when you’re describing responsibilities, avoid phrasing that implies physical or personal abilities. Instead of saying something like “must walk to different departments to deliver documents,” try “moves between departments to deliver documents.” It’s a small change, but it can make the job feel more accessible to those with different abilities while still getting your point across.
Qualifications and Requirements
For qualifications, less is more. Instead of listing a laundry list of degrees or exact years of experience, focus on the core skills needed for the job. If a degree isn’t absolutely essential, mention that it’s “preferred” but not required. This helps attract people with different backgrounds who may have gained their skills in other ways.
You also want to encourage applicants from non-traditional paths by highlighting transferable skills. For example, instead of saying “must have a degree in marketing,” you can say “experience in marketing is a plus.” This keeps the door open for a wider range of candidates and shows that you value diverse types of experiences.
Language and Tone
As we’ve pointed out in the previous section, the language you use can make a big difference in how inclusive your job description feels. Stick with gender-neutral pronouns like “they,” or better yet, use “you” to speak directly to candidates. It feels more personal and welcoming.
Tone-wise, keep it friendly and approachable. Avoid stuffy jargon or overly complicated phrases—simple, clear language works best. You also want to avoid any terms that might accidentally exclude people. For instance, instead of saying “digital native,” say “experience with digital tools and platforms.” And instead of “strong English skills,” try “proficiency in English.” Little tweaks like these can be game-changers.
Avoiding Bias in Job Descriptions
What’s Bias? Bias translates as having an underlying preference or prejudice that unfairly favors or disadvantages certain people based on things like gender, age, culture, or abilities. When it shows up in job descriptions, it can make some candidates feel like they’re not welcome. There are different types of biases:
Gender Bias is when job descriptions use language that leans towards one gender. As we said before, words like “salesman” or phrases like “competitive” might make women think the job isn’t for them. Swap those out for neutral terms like “sales associate” or “team-oriented” to keep things open for women and people of all backgrounds too.
Age Bias happens when job descriptions seem to favor a particular age group. Phrases like “recent college graduate” or “young and energetic” can accidentally push older candidates away. Focus on what skills and experience are needed, not how old someone is.
Cultural Bias appears when job descriptions use language that might not be inclusive of all cultures. Terms like “native English speaker” or slang like “ninja” might alienate non-native speakers or people from different backgrounds. Stick with straightforward language that everyone can understand.
Ableist Language refers to descriptions that might exclude people with disabilities. For instance, saying “must walk long distances” can unintentionally exclude candidates with physical disabilities. Describe what needs to be done without adding unnecessary physical requirements.
Strategies for Identifying and Eliminating Bias
- Use AI tools to review job descriptions: Tools like TalentHR's AI job description writer help speed up the creation of job postings by generating drafts based on the job title you input. This tool is designed to save time and act as a starting point for your job ads, allowing you to customize the content to fit your company’s diverse culture and inclusive requirements. You can even integrate it with Zapier and automate the entire process.
- Leverage bias detection software: Platforms like Textio help identify and eliminate biased language in your job descriptions. Textio can assess your text for problematic wording and it offers suggestions to optimize your post with inclusive language.
Promoting Diversity Beyond the Job Description
Remember: crafting more inclusive job descriptions is just one initial step in creating a diverse and welcoming workplace. A broader commitment to diversity and inclusion is a must for setting up an environment where everyone feels valued and can reach their full potential.
Start by making sure that your company's overall culture aligns with its diversity goals. This means integrating inclusivity into every aspect of your organization, from the hiring process to daily operations. Make diversity a core part of your company values and ensure that these values are reflected in every job description you post.
When aligning job descriptions with your diversity goals, it's crucial to point out how your company actively supports and values diversity. Highlight any initiatives, such as employee resource groups, diversity training programs, or mentorship opportunities. This attracts candidates who share these values and also shows that your commitment goes beyond just words.
In addition, make sure your job postings include information about your company's diversity initiatives and support systems. Mention any partnerships with organizations that promote diversity or any awards your company has received for its inclusivity efforts. This transparency helps potential candidates understand your genuine commitment.
Write More Inclusive Job Descriptions with TalentHR
Writing inclusive job descriptions is a fundamental step toward building a diverse and welcoming workplace. If you focus on inclusive language, neutral terms, and aligning your job postings with your company's diversity goals, you're not just creating a job ad—you're setting the stage for a more equitable organization.
Here’s a quick recap: Use clear, neutral language that invites candidates from all backgrounds. Avoid terms that might exclude or discourage applicants, and align your job descriptions with your company's broader diversity and inclusion efforts. Make sure your postings reflect your commitment by highlighting any relevant initiatives or awards.
So, take a fresh look at your current job descriptions. Adjust them with these fundamentals in mind to attract a diverse range of talented candidates and show that your commitment to inclusivity is more than just a slogan. Your thoughtful approach to job descriptions is a significant step toward building a more innovative and inclusive workplace, but is, of course, not enough.
And lastly… don’t miss the opportunity that HR software platforms like TalentHR open up for your business. From an onboarding tool to an applicant tracking system and a people analytics feature, TalentHR can help your bias-free company much more efficient. It also has an AI job ad writer—you just insert the job title, and our tool does the rest. It's unbiased and inclusive. You can also set up your own Careers page.
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To learn more about inclusive job descriptions and what they entail for a small or big business, visit TalentHR.
