Use gender-neutral terms and people-first language to foster inclusion. Emphasize diversity commitment, flexible work, and avoid age bias, jargon, strict degree requirements, and cultural assumptions. Promote inclusive interviews and explicitly encourage diverse candidates to apply for a welcoming environment.
What Inclusive Language Should Recruiters Use in Job Descriptions and Interviews?
AdminUse gender-neutral terms and people-first language to foster inclusion. Emphasize diversity commitment, flexible work, and avoid age bias, jargon, strict degree requirements, and cultural assumptions. Promote inclusive interviews and explicitly encourage diverse candidates to apply for a welcoming environment.
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Use Gender-Neutral Terms
Avoid gendered words like “he,” “she,” “manpower,” or “salesman.” Instead, use gender-neutral alternatives such as “they,” “team,” “workforce,” or “salesperson” to ensure all gender identities feel included.
Highlight Commitment to Diversity
Include statements that affirm the company’s dedication to diversity and inclusion, such as “We are an equal opportunity employer” or “We welcome applicants of all backgrounds, identities, and abilities.
Avoid Age-Related Language
Refrain from specifying age requirements or using terms that imply age biases, like “young and energetic.” Focus on skills and experience relevant to the role instead.
Use People-First Language
When referring to individuals with disabilities, use people-first language like “people with disabilities” rather than “disabled people” to emphasize the person before the condition.
Emphasize Flexible Work Opportunities
Mention options for flexible hours, remote work, or accommodations to appeal to candidates with various personal circumstances, including those with caregiving responsibilities or disabilities.
Avoid Jargon and Culturally Specific References
Use clear, simple language and avoid idioms, slang, or culturally specific terms that could be confusing or alienate candidates from diverse backgrounds.
Be Mindful of Educational Requirements
Instead of strict degree requirements, consider listing competencies or relevant experience to broaden the candidate pool and avoid excluding qualified applicants who may have non-traditional backgrounds.
Promote Inclusive Interview Practices
Explain that the interview process is designed to accommodate diverse needs, such as offering alternative formats or additional time for candidates with disabilities.
Use Neutral Descriptions of Job Responsibilities
Describe tasks without gender or cultural assumptions. For example, avoid “aggressive sales tactics” which may deter some candidates; use “proactive sales strategies” instead.
Encourage Diverse Candidates to Apply
Explicitly invite candidates from underrepresented groups to apply, helping to create an open and welcoming environment that values varied perspectives and experiences.
What else to take into account
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