Use inclusive, gender-neutral job titles and pronouns to welcome all applicants. Avoid age, cultural, ability, and family-related biases by focusing on skills and using respectful, person-first language. Include pronouns in communication, offer diverse gender options, and highlight your commitment to diversity and inclusion.
What Inclusive Language Should Be Used to Avoid Bias in Tech Job Applications?
AdminUse inclusive, gender-neutral job titles and pronouns to welcome all applicants. Avoid age, cultural, ability, and family-related biases by focusing on skills and using respectful, person-first language. Include pronouns in communication, offer diverse gender options, and highlight your commitment to diversity and inclusion.
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Use Gender-Neutral Job Titles
Avoid gendered terms like "chairman" or "salesman." Instead, use inclusive titles such as "chairperson," "sales representative," or simply "manager" to ensure that job seekers of all genders feel welcome to apply.
Eliminate Gendered Pronouns
Replace gender-specific pronouns ("he," "she") with gender-neutral options like "they," "them," or rephrase sentences to avoid pronouns altogether. For example, use "The candidate should submit their resume" instead of "He should submit his resume.
Avoid Age-Related Language
Phrases like "young and energetic" or "recent graduate" can unintentionally discourage experienced applicants or older candidates. Focus instead on skills and experience relevant to the role.
Use Inclusive Disability Language
Instead of "disabled person" or "handicapped," use person-first language such as "person with a disability." Also, consider explicitly welcoming applicants with disabilities to apply, which signals an inclusive environment.
Be Cautious with Cultural or Ethnic References
Avoid idioms, jokes, or phrases that are culturally specific and may not be understood universally. Use clear, straightforward language accessible to people from diverse backgrounds.
Use Ability-Focused Language
Emphasize competencies and skills rather than personal attributes. For example, replace "must be able-bodied" with "must be able to perform essential job functions," which accommodates various abilities.
Include Pronouns in Signatures and Encourage Applicants to Share Theirs
Demonstrate respect for gender diversity by including your pronouns in communications and inviting applicants to share theirs, helping to normalize this practice.
Avoid Binary Gender Options in Forms
When requesting gender information, allow options beyond male/female, such as non-binary, prefer not to say, or a free-text field. This respects all gender identities.
Use Inclusive Language for Family and Personal Circumstances
Avoid phrases like "mothers returning to work" or "married candidates preferred." Instead, focus on work-related qualifications without assumptions about personal life or responsibilities.
Highlight Commitment to Diversity and Inclusion
Use statements like "We are an equal opportunity employer" and explicitly encourage candidates from underrepresented groups to apply. This sets a welcoming tone and promotes bias-free recruiting.
What else to take into account
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