To ensure inclusive job descriptions, avoid gendered language by using neutral terms like “salesperson” and pronouns like “they/them.” Emphasize skills over stereotyped traits, utilize software tools to detect bias, have diverse reviewers, educate hiring teams, follow inclusion guidelines, and regularly update postings.
How Can We Identify and Eliminate Gendered Language in Job Descriptions?
AdminTo ensure inclusive job descriptions, avoid gendered language by using neutral terms like “salesperson” and pronouns like “they/them.” Emphasize skills over stereotyped traits, utilize software tools to detect bias, have diverse reviewers, educate hiring teams, follow inclusion guidelines, and regularly update postings.
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Understand What Constitutes Gendered Language
Gendered language includes words or phrases that subtly or overtly reflect stereotypes associated with a particular gender. Identification begins with understanding these terms, such as “aggressive” often being coded masculine or “nurturing” coded feminine. Becoming familiar with lists of gendered words helps in spotting them in job descriptions.
Use Gender-Neutral Job Titles
Replace gender-specific job titles like “salesman” or “waitress” with neutral alternatives such as “salesperson” or “server.” This signals inclusivity and encourages a more diverse applicant pool by avoiding assumptions related to gender roles.
Leverage Software Tools for Detection
There are numerous tools available—like Textio, Gender Decoder, or Grammarly—that automatically scan job descriptions for gender-coded language. Using these tools during the drafting process can help identify biased terms and suggest neutral alternatives efficiently.
Avoid Gendered Pronouns and Phrases
Use “they/them” instead of “he/him” or “she/her” when referring to potential applicants in job descriptions. Avoid phrases such as “he will be responsible” and instead write “the candidate will be responsible,” which is inclusive to all gender identities.
Focus on Skills and Qualifications Not Personality Traits Linked to Gender
Typical gendered adjectives such as “assertive” or “supportive” can skew applicant perception. Instead, emphasize concrete skills and responsibilities essential for the role, such as “excellent communication skills” or “ability to meet deadlines,” to ensure neutrality.
Implement a Review Process With Diverse Perspectives
Have job descriptions reviewed by a diverse group of colleagues or HR personnel to catch inadvertent gendered language. Different perspectives can reveal subtle biases that a single author might overlook.
Educate Hiring Managers and Recruiters
Training hiring managers about the impact of gendered language and its effect on applicant diversity creates awareness that leads to more careful and inclusive language choices.
Replace Gendered Adjectives With Neutral Alternatives
Words such as “dominant” or “competitive” could discourage certain groups from applying. Use neutral adjectives like “self-motivated,” “dedicated,” or “collaborative” to describe desirable qualities regardless of gender.
Check Job Descriptions Against Inclusion Guidelines
Develop and apply internal guidelines for inclusive language. Referencing these during the writing and editing process helps maintain consistent use of gender-neutral language and reduces unconscious bias.
Regularly Update Job Descriptions
Language evolves over time, and what once was considered neutral may develop bias. Set a routine schedule to review and update job postings to ensure they remain free from gendered language and reflect current best practices in diversity and inclusion.
What else to take into account
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