What Are the Best Practices for Creating Inclusive Job Descriptions?

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Promote job inclusivity by avoiding gender-coded words, simplifying requirements, and emphasizing your commitment to diversity. Include EOE statements that reflect true values, use gender-neutral titles, and showcase flexible work arrangements. Highlight growth opportunities and request feedback on descriptions to ensure accessibility and diversity, optimizing for wider reach via search engines.

Promote job inclusivity by avoiding gender-coded words, simplifying requirements, and emphasizing your commitment to diversity. Include EOE statements that reflect true values, use gender-neutral titles, and showcase flexible work arrangements. Highlight growth opportunities and request feedback on descriptions to ensure accessibility and diversity, optimizing for wider reach via search engines.

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Understand and Use Inclusive Language

Ensure that the language used in your job descriptions is inclusive. This means avoiding gender-coded words, industry jargon, and ensuring the language doesn’t unintentionally favor a particular group of people. Simplify qualifications and requirements to what's truly necessary, avoiding exclusionary criteria that could deter diverse applicants.

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Highlight Your Companys Commitment to Diversity

Make it clear in your job descriptions that your organization values diversity and inclusion. Mentioning your commitment, any diversity initiatives, or employee resource groups can signal to potential applicants that they would be welcomed and supported within your company.

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Avoid Listing Unnecessary Qualifications

Be critical about the qualifications you list as requirements. Including too many qualifications or ones that are not essential could discourage candidates from underrepresented groups from applying. Focus on the must-haves rather than the nice-to-haves.

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Include a Strong Equal Opportunity Employer Statement

An Equal Opportunity Employer (EOE) statement is crucial for setting the tone. This statement should go beyond the legal jargon and communicate your genuine commitment to creating a diverse and inclusive workplace. Tailor this statement to reflect your company’s specific values and practices around diversity.

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Use Gender-Neutral Titles and Pronouns

Job titles and descriptions should be crafted with gender-neutral language. Instead of “salesman” or “saleswoman,” use “salesperson” or simply “sales role.” Always use they/them pronouns or entirely avoid pronouns by referring to the role rather than implicating a gender.

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Showcase Flexible Working Arrangements

Flexibility in work arrangements can be a crucial factor for many applicants, including those with disabilities, caregivers, or those living in different time zones. Highlighting your company’s flexibility regarding remote work, part-time options, or flexible hours can make your job descriptions more inclusive.

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Emphasize Growth and Learning Opportunities

Underrepresented candidates often value opportunities for growth and advancement. Clearly articulate any training, mentorship programs, and pathways to leadership within your organization in your job descriptions. This not only attracts candidates looking for development but also indicates an inclusive culture that supports employee advancement.

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Request Feedback on Job Descriptions

Before finalizing your job description, seek feedback from diverse employees within your organization or from external diversity and inclusion consultants. This practice can help identify any potentially exclusionary language or requirements you may have overlooked.

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Include Accessibility Features in the Job Posting

Ensure that your job listings are accessible to everyone, including individuals with disabilities. This means having text descriptions for images, using accessible web design principles, and offering alternative application methods for those who might need them.

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Optimize for Job Search Engines with Inclusive Keywords

Use inclusive and diverse keywords in your job descriptions to ensure they reach a broad audience. Avoid jargon and highly specific terms that might not be universally understood. This practice helps your listing appear in searches by a diverse range of candidates and signals an inclusive workplace culture.

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What else to take into account

This section is for sharing any additional examples, stories, or insights that do not fit into previous sections. Is there anything else you'd like to add?

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