Ensure job descriptions use gender-neutral, clear language and focus only on essential qualifications to attract diverse candidates. Highlight your commitment to diversity, offer flexible work options and inclusive benefits, avoid biased titles, use consistent formatting, encourage all backgrounds to apply, and review descriptions for bias.
What Are Best Practices for Creating Inclusive Job Descriptions That Attract Diverse Talent?
AdminEnsure job descriptions use gender-neutral, clear language and focus only on essential qualifications to attract diverse candidates. Highlight your commitment to diversity, offer flexible work options and inclusive benefits, avoid biased titles, use consistent formatting, encourage all backgrounds to apply, and review descriptions for bias.
Empowered by Artificial Intelligence and the women in tech community.
Like this article?
How Do You Set DEI Goals for Hiring Managers?
Interested in sharing your knowledge ?
Learn more about how to contribute.
Sponsor this category.
Use Gender-Neutral Language
Avoid using gender-coded words or phrases that may subconsciously attract one gender over another. Opt for neutral terms like “they,” “candidate,” or “team member,” and steer clear of words such as “rockstar,” “ninja,” or “aggressive,” which may deter certain groups.
Focus on Essential Qualifications
List only the skills and qualifications that are truly necessary for the job. Overloading the description with “nice-to-haves” or excessive requirements can discourage underrepresented candidates who may self-select out even when they are capable.
Highlight Commitment to Diversity and Inclusion
Include a clear statement about your organization’s dedication to diversity, equity, and inclusion. This signals to diverse candidates that the company values and supports them, enhancing your employer brand.
Use Clear and Simple Language
Avoid jargon, acronyms, and overly technical terms that may alienate some applicants. Simple, straightforward language ensures that descriptions are understandable to a broader audience, including those from non-traditional backgrounds.
Emphasize Flexible Work Options
If available, mention remote work, flexible hours, or other accommodations. Flexibility is often a key factor for candidates with caregiving responsibilities, disabilities, or diverse lifestyles.
Include Inclusive Benefits and Support Systems
Detail benefits such as parental leave, mental health resources, employee resource groups, and mentorship programs. These underline your commitment to supporting a diverse workforce beyond just the hiring stage.
Avoid Unconscious Bias in Job Titles
Job titles should be neutral and reflective of the role without implying seniority or status that could discourage applicants. For example, using “Coordinator” instead of “Senior Coordinator” when experience requirements are flexible.
Use Structured and Consistent Formatting
A clean, easy-to-read job description with consistent headings and bullet points helps all candidates quickly find relevant information. Accessibility benefits include compatibility with screen readers for candidates with disabilities.
Encourage Applications from Underrepresented Groups
Explicitly invite candidates from diverse backgrounds to apply. Phrases like “We encourage applicants of all backgrounds and experiences” can help reduce barriers for those who may doubt their fit.
Review and Test Job Descriptions for Bias
Utilize tools or third-party audits to scan for biased language or unintended exclusions. Getting feedback from diverse team members or external consultants ensures your descriptions 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?