Write job postings using gender-neutral language, focus on essential skills, and remove biased requirements. Emphasize inclusion, transparent flexibility, growth opportunities, and standard job titles. Avoid jargon, encourage diverse applicants, and regularly review for bias.
What Are the Best Practices for Writing Inclusive Job Descriptions in Cybersecurity Hiring?
AdminWrite job postings using gender-neutral language, focus on essential skills, and remove biased requirements. Emphasize inclusion, transparent flexibility, growth opportunities, and standard job titles. Avoid jargon, encourage diverse applicants, and regularly review for bias.
Empowered by Artificial Intelligence and the women in tech community.
Like this article?
Inclusive Sourcing for Women in Cybersecurity
Interested in sharing your knowledge ?
Learn more about how to contribute.
Sponsor this category.
Use Gender-Neutral Language
Avoid gendered pronouns or adjectives (like “rockstar” or “ninja”) that may skew the job posting towards one gender. Replace terms like “he/she” with “they,” and ensure that responsibilities and requirements are written in a way that feels welcoming to all.
Focus on Essential Skills Only
List only the truly necessary qualifications and skills for the role. Avoid creating a long list of “nice-to-have” requirements, as this can discourage candidates from historically underrepresented groups who may be less likely to apply if they don’t meet every criterion.
Highlight Your Commitment to Inclusion
Include a statement detailing your organization’s commitment to diversity, equity, and inclusion. This can reassure candidates from marginalized communities that they will be valued and supported in your workplace.
Avoid Jargon and Unnecessary Technical Terms
Write clearly and limit the use of cybersecurity-specific acronyms and jargon where possible. Explaining required skills plainly ensures that those with nontraditional backgrounds and early-career candidates don’t self-select out.
Remove Biased Requirements
Eliminate unnecessary degree requirements or years of experience if practical, as these can disproportionately exclude otherwise qualified candidates from underrepresented backgrounds in cybersecurity.
Use Inclusive Job Titles
Stick to standard, descriptive job titles like “Cybersecurity Analyst” instead of potentially off-putting or nonstandard ones. Avoid titles or terms that are associated with certain age groups, cultures, or subcultures.
Emphasize Growth and Learning Opportunities
Describe support for training, mentorship, and professional development. Let candidates know you’re open to helping them grow, which appeals to those who may not meet every listed requirement but are eager to learn.
Be Transparent About Flexibility
Mention flexible working arrangements (remote options, flexible hours, etc.), as these are important to many candidates with varying life circumstances and can help attract a more diverse talent pool.
Invite Applicants from All Backgrounds
Explicitly encourage candidates from nontraditional or historically excluded backgrounds to apply. Phrases like “We especially welcome applications from…” or “We value a range of experiences…” can make a big difference.
Conduct Bias Reviews and Testing
Regularly review job descriptions with tools or panels to catch biased language or requirements. Gather feedback from current diverse employees and/or use software solutions to help ensure postings are as inclusive as possible.
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?