How to Write More Equitable Job Descriptions
Use job postings to highlight your most critical needs, not your biases
Quite often, the conversation about diversity, equity, and inclusion in the workplace revolves around the most pressing issues – achieving pay equity, providing equal access to opportunities, and creating environments of belonging, to name a few. But making your company equitable for all doesn’t start once an employee is onboard. Your first chance to level the playing field starts with the job description.
As an employer, you use job descriptions to serve the essential function of announcing your needs for open positions. But for applicants, the job description is their first interaction with your organization. From your tone to your language to the company details you disclose, you’re cultivating an impression of both the role and the company. And in many instances, the impression isn’t always the best.
For example, a 2018 LinkedIn study found that men applied to jobs on the platform 13% more than women because of “masculine” language used in the descriptions. Words like “outspoken”, “aggressive”, and “dominant” seemed to favor men.
But issues like these go far beyond gender. In crafting equitable job descriptions, you should keep the following tips in mind to ensure everyone has a fair shot at joining your team.
Reassess the qualifications
In a dream scenario, the perfect candidate would satisfy a laundry list of requirements, with specific certifications, degrees from certain schools, and an endless mix of skills. But there’s no such thing as a perfect candidate, and in realizing this, you should ensure your job descriptions only list qualifications that are absolutely essential for the role. For example, if you’d prefer a candidate with a Master’s degree, but a Bachelor’s degree is perfectly suitable, then remove the Master’s degree requirement completely. By doing so, you expand your pool of qualified applicants.
Additionally, there may be applicants from certain backgrounds with an experience gap, where they haven’t had access to internships or specialized programs. If they don’t have this access, is that a deal breaker for the job? Or can these skills be taught once they’re hired?
It’s critical that you scrutinize your descriptions and edit them down to what’s critical.
Avoid gender-coded words
A lot of job descriptions use words that seem universal, but are actually gendered – rock star, ninja, guru, and so on. On the surface, employers use these words to communicate that they want an expert; they’re searching for an employee who’s the best of the best. But, as noted earlier, gendered terms can discourage women from applying. In lieu of these words, be more direct about your needs. Instead of a guru, you need a subject matter expert. Instead of a rock star, you need someone self-motivated. Look for ways to simplify the language and make it more inclusive.
Filter out bias
Bias can be implicit, and thus hard to recognize, but it can show up in job descriptions in distinct ways. In reviewing your job postings, be cognizant of the following:
Avoid using phrases like “must have strong English-language skills”, which discourage non-native English speakers from submitting applications.
Never reference national origin or race.
Don’t list appearance requirements like “clean-shaven” (which pertains to men only) or “professional hairstyles” (definitions of which can vary by culture).
These bias-informed terms can be difficult to spot, but if they’re left in job descriptions, they can broadcast a message that your organization is intolerant or unwelcoming. Instead of the phrases above, try “strong presentation skills” or “business casual dress required”. Focus on what you need, and you’ll have an easier time removing bias and neutralizing your job posts.
DEI strategy can be expansive, covering every aspect of your business and requiring extensive internal work to make sure every employee feels supported. But one of the first places to start is with a job description, when an employee is still an applicant and it’s you who needs to make a great first impression.
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1 Glatzhofer, Remko. (August 1, 2018). 4 New Job Post Stats That Will Help You Attract Candidates. Retrieved from: https://www.linkedin.com/business/talent/blog/talent-acquisition/new-job-post-stats
2 Charity Savant. (2021). 5 Ways To Create Equitable Job Postings. Retrieved from: https://charitysavant.com/wp-content/uploads/2017/05/5-Ways-to-Create-Equitable-Job-Postings.pdf
3 Huppert, Maxwell. (April 9, 2018). 5 Must-Do’s for Writing Inclusive Job Descriptions. Retrieved from: https://www.linkedin.com/business/talent/blog/talent-acquisition/must-dos-for-writing-inclusive-job-descriptions
4 Monster. (2021). How to Write More Inclusive Job Descriptions. Retrieved from: https://hiring.monster.com/employer-resources/workforce-management/diversity-in-the-workplace/inclusive-job-descriptions/