Why write inclusive job descriptions?

Writing inclusive job descriptions can help create a welcoming experience for candidates with a wide range of experiences and viewpoints.

It can help support a fair and consistent hiring process by helping to reduce language that may unintentionally discourage qualified candidates with different backgrounds or experiences from applying.

Tips for writing inclusive job descriptions

Consider the following tips to make your job descriptions more inclusive.

Keep language simple

Using simple language in job descriptions can help ensure everyone, regardless of background or experience, can easily understand the role and requirements.

It reduces confusion and makes the job more accessible to a wider range of candidates, helping to reduce barriers for those who may be unfamiliar with industry-specific terms or complex language.

Consider switching complex phrases to simpler versions, such as:

• Less inclusive: “The ideal candidate will demonstrate proficiency in synergizing cross-functional teams to facilitate the optimization of vertical integration.”
• More inclusive: “We’re looking for someone who can work well with different teams to help improve how we work together.”

To make your job descriptions easier to read, consider:

• Defining all acronyms, even if they may seem obvious.
• Avoiding corporate jargon.
• Removing idioms and figures of speech.
• Using short sentences.
• Maintaining an active voice.
• Breaking text into short paragraphs with headings.
• Adding bullet points where possible.

Be mindful of inclusive and welcoming language

Consider reviewing every word of your descriptions to ensure all phrases are welcoming to all qualified candidates.

It can also be helpful to recognize that people bring a combination of backgrounds, perspectives and lived experiences to the workplace. These overlapping identities can shape how candidates interpret job-related language. Keeping this in mind can help you create postings that feel inviting to a wide range of applicants.Here are some general tips to consider:

• Use gender-neutral language: Consider avoiding using terms that imply a specific gender, such as “man” or “woman” for roles. Instead, try using terms like “candidate,” “person” or “applicant.”
• Be cautious with job titles: Consider ensuring titles don’t imply bias toward a specific gender (e.g., “Server” versus “Waiter” or “Waitress” and “Chairperson” versus “Chairman”).
• Avoid implying only native speakers are qualified: Instead of “Must be a native English speaker,” consider “Proficiency in English (written and spoken) required.”
• Avoid “culture fit:” Phrases like “culture fit” can unintentionally encourage similarity over diversity of thought. Consider “culture add” to signal openness to new perspectives. Dress code policies: If applicable, let candidates know your company welcomes attire that reflects different cultural or religious traditions.

Be inclusive of all age groups

When writing inclusive job descriptions, consider avoiding age-specific descriptors that target various groups. Consider these tips:

• Use age-neutral language: Consider avoiding terms that suggest a preference for a particular age group, such as “young,” “recent graduate” or “seasoned professional.” These can imply that a certain age range is preferred.
• Avoid age-based assumptions: Phrases like “digital native” or “highly experienced” may unintentionally exclude candidates who don’t fit those assumptions. Rather than focusing on generational knowledge, consider focusing on the specific skills needed.
• Avoid outdated terminology: Ensure the language used doesn’t reflect dated terminology that may seem to target a specific age group, like “entry-level.” Instead, try focusing on the level of responsibility or experience required.

Be inclusive of individuals with disabilities

Here are some ways to help make sure your job description is inclusive of individuals with disabilities:

• Use “moves” instead of “walks” or “lifts” when discussing the transportation of objects to avoid assuming mobility limitations.
• Use “positions” instead of “bends” or “crouches” to avoid physical assumptions about how tasks are performed.
• Use “remain stationary” instead of “sit” or “stand” to ensure the inclusivity of individuals who may have difficulty with prolonged positioning.
• Use “communicate” instead of “speak” or “talk” to be inclusive of alternative communication methods, such as sign language or assistive technology.
• Use “travel” instead of “drive” to accommodate candidates who may use public transportation or other mobility aids.
• Use “gather information” instead of “listen” to be inclusive of people who may use reading or visual methods of communication.
• Use “input” or “record” instead of “type” to accommodate those who may use alternative input devices or assistive technology.

Explain inclusive benefits

Including benefits that support a diverse range of employees, including those with disabilities, parents, caregivers and people from various backgrounds, can help demonstrate a company’s commitment to inclusivity and equity.

Here are a few examples of inclusive benefits to consider mentioning in a job description:

• Health coverage that supports diverse needs
• Flexible work schedules
• Generous leave policies
• Mental health support and employee assistance programs (EAP)
• Mentorship programs
• Needs accommodations programs
• Paid time off (PTO) for religious holidays
• Tuition reimbursement programs
• Parental leave for all parents, including adoption and surrogacy
• Financial wellness programs to support diverse needs

Consider including a customized EEO statement

Many companies include an Equal Employment Opportunity (EEO) statement to demonstrate they comply with the rules established by the Equal Employment Opportunity Commission (EEOC).

Consult the EEOC website for more information on equal employment opportunity guidelines. Be sure to have your legal counsel review the statement before publishing.

Prioritize skills over experience

Before posting a job description, review the list of requirements to ensure they’re essential. For example, requiring five years of experience may exclude a quality candidate with less work experience but other qualifications. Skills-first hiring can help you recruit quality applicants regardless of their education or work history.

Example: “Instead of ‘5+ years of experience in X,” try “Demonstrated ability to perform X, Y and Z tasks.’”

By implementing these changes, you can create job descriptions that are more inclusive, attract a wider range of qualified candidates and ultimately build a team that is made up of individuals with different backgrounds and viewpoints. Start reviewing your current job descriptions today.