4 steps you can take to make your job descriptions more inclusive

in our last blog post, we discussed our top 3 goals when writing equitable job descriptions that put candidates first.

for most organizations, endeavoring to create more inclusive job descriptions (“JDs”) begins with recognizing the ways seemingly innocuous language choices (like the “everyday” words and phrases we commonly use) can actually cause people to feel excluded.

beyond recognizing and avoiding biased language, there are concrete steps you can take to make your job descriptions more inclusive.

in this post, we dive into 4 actionable tips for writing more inclusive job descriptions.

1. avoid limiting language

job descriptions are a critically important marketing tool your company can use to attract new talent—and the ultimate goal of a job description is to invite applicants. successfully (and inclusively!) doing so requires that you remove these types of limiting language from your job descriptions:

racially biased language can show up in job descriptions in subtle ways, perpetuating harmful stereotypes, reinforcing known archetypes, and limiting the applicant pool. for example, terms like "strong cultural fit” can signal that a company has a preference for certain racial groups and implicitly exclude others. to ensure that your job descriptions are racially inclusive, we recommend that you review them with an exacting eye, and incorporate inclusive terminology focused on skills and experience rather than personal attributes or so-called “cultural fit” (spoiler alert: we recommend you stop striving for “cultural fit” altogether and instead shoot for “culture add!” more on this later). instead, incorporate language that emphasizes diversity, equity, and inclusion to signal to candidates that your organization values and respects all individuals—regardless of their background.

gender-coded language are words or phrases stereotypically associated with a particular gender. for example, words like competitive, aggressive, challenge, decisive, courage/courageous, dominate, champion, driven, and fearless are masculine-coded whereas words like collaborative/collaborate, dependable, honest, loyal, interpersonal, enthusiastic/enthusiasm, committed, connect/connected, and patient are feminine-coded.

besides tending to discourage people who do not identify as men from applying to roles for which they are qualified, notice that all of these words are adjectives describing personal attributes rather than required skill sets, experiences, or outcomes of a job.

we recommend that you use a tool like this to identify gender-coded words in your job descriptions and swap them out for non-gendered words. using non-gendered language encourages all people to apply.

age-biased language is particularly common in job descriptions. adjectives like “high-energy”, “tech savvy”, “fast-paced” and “digital native” can function to discourage older applicants. including a cap on the number of years of experience required of a role may also constitute age discrimination. to eliminate age-biased language from your job descriptions, we recommend that you: (a) limit the qualifications to the skills necessary to perform the role, eliminating any accompanying adjectives; and (b) include language affirmatively stating that applicants of all backgrounds are welcome and encouraged to apply.

ableist language in job descriptions can discourage people with disabilities from applying to roles for which they are qualified. ableism commonly shows up in a job description when it references desired or “nice-to-have” abilities or characteristics that are unnecessary for the role or for which accommodations can be provided instead of focusing on specific skills that can be acquired to succeed in the role.

addressing ableism in job descriptions ultimately involves taking two steps: one, establish the essential functions for your job and avoid, if possible, including “nice-to-have” (but not necessary) qualifications. if you do include them, you should clearly state that they are not essential for the role. two, provide reasonable accommodations that enable someone with a physical limitation to succeed in the role, and communicate that such accommodations will be provided.

for example, if a candidate has a physical disability, the use of seemingly innocuous words like “walk” may deter them from applying—even though they can perform the role with accommodations. instead of writing “This person regularly walks throughout the office to help teammates address IT-related challenges that arise,” you might write “This person regularly moves about the office to help teammates address IT-related challenges that arise.” ‘moves about’ is inclusive of people who use wheelchairs to traverse the workplace.

instead of writing “As the lead project manager, this person is responsible for keeping the team on deadline and speaking to leadership about project progress on a regular basis,” you might write “As the lead project manager, this person is responsible for keeping the team on deadline and communicating with

leadership about project progress on a regular basis.” ‘communicate’ is inclusive of people with communication disabilities (speech disorders, language disorders, hearing disorders, and/or central auditory processing disorders) who do

not speak.

the U.S. Department of Labor developed a tool to detect ableist language in job descriptions. we recommend that you use it when crafting yours.

2. reassess the qualifications (& employ a growth mindset!)

at poe., we’re anti-unicorn hunting. there’s no such thing as a “perfect candidate” who meets a laundry list of qualifications—and, chances are, many of those qualifications aren’t actually needed for a candidate to successfully step into a role. by focusing on what is needed in a role, a growth mindset can be used by individuals reviewing applicants or interviewing. allowing for experiences they aren’t familiar with to be recognized and included. unnecessarily long and rigid requirements in a job description also increase the likelihood that IBPOC and women will not apply. for example, studies show that women tend to only apply to jobs when they meet 100% of the requirements, while men will apply if they feel they’ve met just 60%.

for that reason, you should take steps to ensure that your job description only lists 4 to 5 qualifications that are absolutely critical, and consider which skills a new hire can learn with support.

3. minimize corporate jargon

industry jargon can be an obstacle for job seekers who are just starting out, making a career shift, or re-entering the job market. it can also depersonalize the hiring process—and we are all about centering people! when crafting job descriptions, it's therefore important that you

strike a balance between using appropriate terminology critical to the role and its qualification and making the role accessible to a diverse pool of candidates.

by avoiding excessive jargon and using clear, easily-understood language, you can create a more inclusive job description that encourages candidates from all backgrounds to apply. this approach involves shifting the focus from industry-specific language to the candidate's actual skills and experiences, facilitating the creation of a more equitable and diverse hiring process.

we recommend that you define any niche, industry-specific language or terms that you do use in your job description—particularly if such terms may have a limiting effect. (in this blog post, for example, we discuss how the term “designer/design” can be limiting).

people across diverse industries and disciplines often practice the central principles of design without self-identifying as designers. for that reason, when working with our friends at Detroit-based nonprofit design studio Civilla to hire design talent, we included the following language in the job description:

We use the term “design” throughout this job description. We believe design can mean many things depending on people’s exposure to and experience with it. At its core, it is the ability to conduct research to understand how people navigate a challenge, identify common patterns, and develop solutions that best meet peoples’ needs. We encourage you to apply even if you are not academically trained in design.

by clearly defining what we meant by “design” in the job description, we increased the likelihood that candidates with diverse pathways to design would see their unique experiences and qualifications reflected in the role and apply.

4. be upfront about compensation & benefits

according to a recent survey, 67% of job seekers said that when looking for their next opportunity, "salary and compensation" is the most important piece of information they want to see in a job listing. being upfront and transparent about compensation and benefits provides the information candidates need to realistically consider a role. sharing power through knowledge is a better goalpost for true inclusivity than receiving as many applications as possible. ultimately, an inclusive talent brand will attract more people to their open positions.

additionally, transparency regarding compensation your company sends a clear message that it values transparency and inclusion, and will make your job posting stand out in a market inundated with listings lacking basic salary information.

crafting job descriptions that are inclusive is a critical stride toward creating equitable hiring outcomes. by recognizing the influence of seemingly insignificant language choices and taking actionable steps like the ones suggested above, you can craft job descriptions that are inviting and inclusive to all potential candidates, conveying the message that your organization is a place where people can thrive.

let’s connect!

we’re glad you’re taking the steps to write more inclusive, equitable job descriptions. we hope these tips helped. questions? our inbox is always open. email hello@peopleovereverything.com