Create inclusive job descriptions by using gender-neutral, clear language and focusing on essential, outcome-based qualifications. Avoid jargon, biased terms, and irrelevant personal traits. Highlight diversity commitment, growth opportunities, and use standardized templates. Involve diverse reviewers to reduce unconscious bias.
How Can Unconscious Bias Be Minimized Through Thoughtful Job Description Design?
AdminCreate inclusive job descriptions by using gender-neutral, clear language and focusing on essential, outcome-based qualifications. Avoid jargon, biased terms, and irrelevant personal traits. Highlight diversity commitment, growth opportunities, and use standardized templates. Involve diverse reviewers to reduce unconscious bias.
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Use Inclusive Language
Craft job descriptions using gender-neutral and culturally inclusive language. Avoid terms that may unintentionally favor a particular group, such as gender-coded words like “aggressive” or “nurturing,” to attract a more diverse pool of candidates.
Focus on Essential Qualifications
Clearly separate must-have qualifications from nice-to-have skills. Often, unnecessary requirements can disproportionately discourage certain groups from applying. Tailoring descriptions to focus on core competencies helps reduce bias by opening the candidate pool.
Avoid Overly Specialized Jargon
Limit the use of technical jargon or company-specific acronyms that might alienate candidates unfamiliar with certain industry terms or company culture. This helps create a more accessible and welcoming job description for diverse applicants.
Highlight Commitment to Diversity and Inclusion
Explicitly state the company’s commitment to diversity, equity, and inclusion within the job description. This signals to potential applicants that diverse backgrounds are valued and encouraged, helping to mitigate unconscious bias.
Use Structured and Standardized Templates
Implement standardized job description templates that focus on consistent criteria across roles. This reduces variation influenced by unconscious bias and ensures that all candidates are assessed against the same benchmarks.
Avoid Gender-Coded Words
Leverage tools or software that analyze job descriptions for biased language, particularly gender-coded words that may discourage applicants. Revising these words to more neutral alternatives can encourage a balanced applicant pool.
Emphasize Growth and Learning Opportunities
Instead of only listing exhaustive prior experiences, highlight opportunities for skill development and career growth. This reduces bias towards candidates who may lack certain credentials but have strong potential.
Incorporate Behavioral and Outcome-Oriented Requirements
Frame job responsibilities and requirements in terms of outcomes and behaviors rather than vague traits or subjective qualities. This approach minimizes interpretation bias and focuses on objective, measurable results.
Avoid Unnecessary Personal Requirements
Exclude personal characteristics or preferences unrelated to job performance, such as physical appearance or personality traits, which can trigger unconscious bias. Keep the focus on professional skills and qualifications.
Solicit Diverse Input in Job Description Creation
Involve a diverse group of people in writing and reviewing job descriptions to catch and correct biased language or assumptions. Multiple perspectives help ensure the descriptions are inclusive and minimize unconscious bias.
What else to take into account
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