How to Write Inclusive Job Descriptions That Attract Diverse Talent

Creating inclusive job descriptions is a critical step in attracting a diverse pool of candidates. The language and structure of your job ads can either welcome a wide range of applicants or unintentionally discourage certain groups from applying. Here’s a guide on how to craft job descriptions that are free from biased language, appeal to diverse talent, and support your company’s commitment to diversity and inclusion.

1. Use Inclusive Language

Inclusive language avoids phrases that could discourage certain candidates and instead welcomes all potential applicants. Here are some tips to ensure your job descriptions are inclusive:

• Avoid Gendered Language: Words like “rockstar,” “ninja,” or “guru” can unintentionally skew your job ad towards male candidates. Use neutral terms like “specialist,” “expert,” or “professional” instead.
• Remove Gender Bias: Studies show that certain words appeal more to one gender than another. For example, words like “assertive” or “dominant” may discourage female applicants, while “collaborative” or “supportive” tend to be more neutral. Tools like Textio and Gender Decoder can help identify biased language in your descriptions.
• Avoid Age Bias: Phrases like “young and energetic” or “digital native” can alienate older applicants. Instead, focus on skills and competencies that are relevant to the role, such as “experienced in technology” or “skilled communicator.”

2. Focus on Skills and Qualifications, Not Background

Job descriptions should focus on the skills and qualifications necessary to perform the job rather than specific backgrounds that might exclude qualified candidates:

• Emphasize Skills Over Degrees: If a degree isn’t essential, consider listing “or equivalent experience” as an option. This approach opens up the candidate pool to those who have gained skills through non-traditional routes, such as self-study or work experience.
• Be Specific About Requirements: Avoid using overly broad requirements like “must have excellent communication skills.” Instead, specify what communication skills are required, such as “ability to present complex data in a clear and engaging manner.”

3. Highlight Your Commitment to Diversity and Inclusion

Make sure your job description reflects your organization’s values and commitment to creating an inclusive workplace:

• Include an Equal Opportunity Statement: Adding a statement like “We are an Equal Opportunity Employer and welcome applicants from all backgrounds, including race, color, religion, gender identity, sexual orientation, age, disability, and veteran status” signals your commitment to diversity.
• Mention Your Company’s D&I Initiatives: Briefly mention any diversity and inclusion initiatives, employee resource groups, or company values that support an inclusive environment. This can make your company more attractive to diverse candidates.

4. Use Clear and Concise Language

Job descriptions that are clear and free from jargon are more accessible to a wider audience:

• Avoid Industry Jargon and Acronyms: Not all candidates will be familiar with industry-specific terminology, which can deter qualified applicants. Use plain language to describe the job responsibilities and requirements.
• Be Direct and Specific: Write short, concise sentences that clearly state the duties of the role. This helps candidates quickly understand if they are a good fit without wading through lengthy paragraphs.

5. Avoid “Must-Have” Lists That Are Too Long

Long lists of “must-have” qualifications can discourage candidates, particularly women and underrepresented groups, from applying if they don’t meet every single requirement. Here’s how to make your job ad more inclusive:

• Separate Requirements and Nice-to-Haves: Clearly differentiate between essential qualifications and preferred skills. This helps candidates who may not meet all the preferred criteria still feel encouraged to apply.
• Limit the “Must-Haves” to Truly Essential Skills: Focus on the core skills necessary to perform the job effectively. Too many requirements can narrow your candidate pool unnecessarily.

6. Offer Flexible Working Options

Inclusive job descriptions highlight the company’s willingness to accommodate different work styles and needs:

• Mention Flexibility: Include information about flexible work arrangements, remote work options, or part-time possibilities. This approach appeals to a broader range of candidates, including parents, caregivers, and individuals with disabilities.
• Avoid Phrasing That Implies a Rigid Work Environment: Statements like “must be available 24/7” or “must thrive in a fast-paced environment” can deter candidates who need a more balanced work-life arrangement. Focus on results rather than time or pace.

7. Use a Collaborative Approach to Job Description Writing

Involving a diverse team in the job description writing process can help identify and remove any unintended biases:

• Get Feedback from Different Perspectives: Have a diverse group of employees review the job description to ensure it resonates with a broad audience. They can offer insights on whether the language feels welcoming and inclusive.
• Test and Iterate: Use feedback from past hires or candidates to improve your job descriptions. Continuously refining your approach helps create descriptions that attract the talent you’re looking for.

Conclusion

Writing inclusive job descriptions is a powerful way to attract a diverse range of talent to your company. By carefully crafting your language, focusing on skills, and highlighting your commitment to diversity, you create a more welcoming environment that encourages qualified candidates from all backgrounds to apply. This approach not only strengthens your hiring efforts but also builds a more dynamic and inclusive workplace.