Writing Inclusive Job Descriptions

Inclusive Job Description Writing Guide

Why Inclusive Job Descriptions Matter

Inclusive job descriptions are critical to attracting diverse talent pools. Research shows that the language and structure of job postings significantly impact who applies:

• Job descriptions with gendered language receive 12% fewer applications

• Excessive requirements can discourage qualified candidates from underrepresented groups

• Inclusive language can increase application rates from diverse candidates by up to 42%

Key Elements of Inclusive Job Descriptions

Language Considerations

Gender-Neutral Language

• Avoid masculine-coded terms like "aggressive," "dominant," "competitive," "rockstar"

• Avoid feminine-coded terms like "nurturing," "supportive," "collaborative"

• Use neutral alternatives: "determined," "focused," "team-oriented," "experienced professional"

Cultural References

• Avoid sports metaphors, military jargon, or pop culture references that may not translate across cultures

• Use clear, direct language that describes the actual job functions

Ability-Focused Language

• Avoid ableist terms like "stand-up meeting" or requirements for specific physical abilities unless essential

• Use function-based descriptions: "communicate ideas effectively" instead of "strong verbal skills"

Structural Elements

Essential vs. Preferred Qualifications

• Clearly separate must-have requirements from nice-to-have preferences

• Limit essential qualifications to 5-7 genuinely necessary skills/experiences

• Include a statement that candidates meeting 75-80% of qualifications should apply

Education and Experience

• Question degree requirements – are they truly necessary or just traditional?

• Value equivalent experience as an alternative to formal education

• Avoid arbitrary years-of-experience requirements when possible

Skills Assessment

• Focus on demonstrable skills rather than credentials

• Include statements about willingness to train qualified candidates

• Emphasize growth potential and learning opportunities

Practical Techniques for Writing Inclusive Job Descriptions

1. Use the "Show, Don't Tell" Approach

Instead of listing personality traits, describe what success looks like:

Instead of: "We need a dynamic, outgoing sales professional"

Try: "In this role, you'll build relationships with new clients and present our solutions to address their needs"

2. Implement the Skills-Based Framework

Structure requirements around capabilities rather than background:

Instead of: "Bachelor's degree in Computer Science and 5+ years experience"

Try: "Ability to design and implement efficient database solutions and troubleshoot complex data issues"

3. Apply the Inclusion Checklist

Before publishing, review your job description against these questions:

• Have we removed gendered and culturally specific terms?

• Are all physical requirements truly essential for the role?

• Have we eliminated unnecessary educational requirements?

• Does the tone feel welcoming to candidates from various backgrounds?

• Have we included our commitment to diversity and inclusion?

4. Incorporate Inclusive Benefits and Policies

Highlight elements that support diverse needs:

• Flexible working arrangements

• Parental leave policies

• Cultural and religious accommodations

• Accessibility accommodations

• Mental health support

• Professional development opportunities

Company Commitment Statement Examples

Basic Statement

"[Company] is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees."

Comprehensive Statement

"At [Company], we believe our strength comes from our diversity. We actively seek candidates with different backgrounds, experiences, abilities, and perspectives. We're committed to creating an inclusive workplace where everyone can thrive professionally while being their authentic self. If you need any accommodations during the application or interview process, please let us know."

Job Description Audit Tool

Use this checklist when reviewing existing job descriptions:

• Title is gender-neutral and accurate

• Skills and requirements focus on what, not who

• Education requirements are necessary and include alternatives

• Years of experience are flexible or expressed as ranges

• Language has been screened for biased terms

• Physical requirements mention only essential functions

• Benefits highlight inclusive policies

• DEI commitment statement is present and meaningful

• Overall tone is welcoming and approachable

Measuring Success

Track these metrics to measure the effectiveness of your inclusive job descriptions:

• Diversity of applicant pool (demographics)

• Conversion rates from different sourcing channels

• Candidate feedback on job description clarity and appeal

• Time-to-fill positions

• Quality and diversity of final candidate slates

• Diversity of actual hires

• Retention rates among diverse employees

Getting Started: Transformation Examples

Before:

"Looking for a hard-charging sales ninja who can hit the ground running. Must have 7+ years of industry experience and a bachelor's degree. Strong communication skills and ability to work long hours required."

After:

"We're seeking a sales professional who can build client relationships and drive results. Typically requires 5+ years of relevant experience or equivalent combination of skills and background. We value clear communication and offer flexible scheduling to support work-life balance."

Conclusion

Creating inclusive job descriptions is a continuous improvement process. Regularly review language, requirements, and presentation to ensure they align with your organization's commitment to diversity, equity, and inclusion. By making these changes, you'll attract more diverse talent pools, improve candidate experience, and ultimately build stronger teams.