Having an inclusive company starts with having inclusive job descriptions.
Research shows that words and phrases in your job description discourage applicants from diverse backgrounds. Some words are subtly coded as masculine like ambitious, driven, and competitive, and subtly coded as feminine like warm, supportive, and compassionate. Removing them can increase your number of applications by 42%.
Are you unsure of where to start? Check out these 10 inclusive job description examples for inspiration (and tips).
Listing a requirement for years of experience might intimidate some applicants. Years of experience doesn’t always mean a candidate is a pro.
Reducing your specific requirements might also deter applicants who might not perfectly match a particular profile but are potentially valuable hires with transferable skills. Many employers provide training to prepare employees to do their jobs well…making years of experience unessential.
Instead of writing X years of experience, Hubspot focuses on the candidate’s qualifications. Like solving complex problems or showing a solid growth mindset:
Think about the experiences or achievements that come with years of relevant employment and reword the qualifications to focus on that. Specificity helps job seekers understand what the position requires and clarifies doubts on both sides.
Instead of requesting “5 years of experience with X software,” use “experience with project management software preferred.”
You may unknowingly write JDs that assume the role is more suitable for a certain gender. So you might miss out on qualified candidates. Fix this by using too many masculine words, and avoid words that assume gender.
In their Product Manager job description, instead of using he or she, Google uses you:
In this role, you will work cross-functionally to guide products from conception to launch by connecting the technical and business worlds. You can break down complex problems into steps that drive product development at Google speed.
…And Google uses gender-neutral words in the Responsibilities section (e.g., understand, launch, work collaboratively, and develop):
— Understand the cloud ecosystem, markets, competition, and user requirements in depth.
— Launch new products and features, test their performance and iterate quickly.
— Work collaboratively with Engineering, Marketing, Legal, UX, and other cross-functional teams on cutting-edge technologies.
— Develop innovative solutions to some of the world’s hardest problems by collaborating as needed across regions, product areas, and functions.
Tip! Create your inclusive job descriptions through Ongig’s Text Analyzer to ensure you use gender-neutral words (and avoid excluding other underrepresented groups).
Gender-neutral language prevents alienating potential candidates who may not identify with traditionally gendered terms, ensuring the job appeals to all genders. For example, instead of using “he/she,” you can use “they/them” pronouns. Or replace “salesman” with “salesperson.”
Racial bias sometimes creeps into your job postings and (or other recruiting efforts.) When writing a job description, you might not realize the phrases you use are implicitly biased against a race or ethnicity.
In Sodexo’s job description below, there’s no mention of race or ethnicity. And, no mention of phrases like “must be an English native speaker”. A phrase like this might deter candidates who speak English as a second language from applying.
Avoid language that might discourage qualified candidates with a disability from applying. For example, instead of saying “walks throughout the building to get files,” try “moves throughout the building to access files.”
Writing inclusive job descriptions, like Lowe’s, lets applicants know your workplace welcomes and values all types of candidates.
In their What We’re Looking For section, Lowes uses language that is inclusive to people with disabilities:
| Exclusionary Language | Lowe’s Job Description |
|---|---|
| Must be able to stand for an entire shift | Physical ability to perform tasks that may require prolonged standing, sitting, and other activities necessary to perform job duties. |
| Must be able to lift 50 pounds | Minimally must lift 25 pounds without assistance; may lift over 25 pounds with or without assistance. |
By adjusting credentials, you expand your pool of candidates and create more inclusive job descriptions.
A talented person without a degree might choose an alternative route like certificate programs or boot camps. These are legitimate learning paths that have as much value for success as a college education.
Instead of requiring a specific degree, ask for “relevant experience or equivalent educational background.”
Educational requirements aren’t listed in the What we’re looking for section. Instead, it focuses on the qualities needed to succeed in the role:
The inclusive job description above encourages candidates to think more about the company (and what they could bring to it), instead of wondering if they’re good enough to apply.
Inclusive and effective job descriptions ensure all people with different reading levels understand them. Lengthy JDs discourage some applicants from reading the entire job posting.
Write short sentences. If you have longer statements, break them down.
Use active voice because it is generally more concise and accessible to read than passive voice.
Instead of long paragraphs, use numbers or bullet points for qualifications, responsibilities, and benefits. Bullet points can help break up text, making them scannable and easier to read, especially when viewing them on your mobile device.
Use simple and straightforward language. Write job descriptions at an 8th-grade reading level so they are easily understood by qualified candidates where English might not be their first language.
Avoid jargon as much as possible. If you can’t help it, explain it in your job description.
GM’s job description is short – only 169 words. But, it outlines the core fundamentals of the role.
The sentences and the paragraphs are short, too. And the use of spacing reduce visual noise, making it more readable…especially on a mobile device:
A DEI statement can help remind hiring managers to consider candidates based on their skills and experience rather than race, gender, or age.
When writing inclusive job descriptions, go beyond the usual Equal Opportunity Employer (EEO) statement to show your commitment to inclusive workplace culture.
Include DEI statements that use positive and inclusive words. Mention benefits for diverse groups and the company as a whole.
In its ‘Purpose’ section, Mastercard highlights the business benefits of diversity hiring like making better choices, driving innovation, and improved business outcomes:
We cultivate a culture of inclusion for all employees that respects their individual strengths, views, and experiences. We believe that our differences enable us to be a better team – one that makes better decisions, drives innovation, and delivers better business results.
Note: For even more tips on writing effective JDs, check out 7 Tips for Using Inclusive Language in Job Descriptions.
Employee benefits can keep your workers satisfied and loyal to your organization.
Inclusive benefits address your employees’ diverse needs by catering to different aspects of a person’s well-being: physical health, mental health, financial security, and work-life balance.
Instead of just listing benefits, explain how they help your employees, like “We offer health insurance plans so you and your family stay healthy.” If possible, you can also mention options within the benefits package, such as “We offer a variety of health insurance programs to meet your specific needs.”
Airbnb has an excellent example for an inclusive employee benefits program. They offer an extensive benefits package that covers their staff’s health, well-being, financial security, and work-life balance:
To have an inclusive company culture, there should be diversity and representation, psychological safety, equity and fairness, and a sense of belonging that makes everyone feel valued and respected. In short, it fosters a work environment where all employees can give their best.
You can demonstrate your inclusive culture by highlighting specific aspects of it. For example, you can say that you value a work-life balance by allowing employees to work remotely or have unlimited private time-off. You can mention your company’s DEI initiatives or programs. You may also include a link to the company’s careers or diversity page.
Use a positive and welcoming tone in your job descriptions, expressing the company’s appreciation for diverse perspectives and contributions.
Atlassian’s description shows signs of an inclusive company culture. In their About Us section, they explained their commitment to diversity, non-discrimination policy, and support for accommodations:
Salary transparency promotes fairness and trust. Research points out that women and people from underrepresented groups are usually paid less compared to their white male coworkers. By showing the pay range, applicants can immediately decide if their qualifications position them for the higher or lower end of the range.
Showing your salary range also limits unconscious bias during the hiring process. When everyone is aware of how much the position pays, employers are less inclined to undervalue candidates based on gender or race.
And, some states, such as California, Colorado, New York, Nevada, Ohio, and Washington, have pay equity laws that mandate salary ranges be disclosed in job postings.
The job posting above states that the salary is based on many criteria. This helps job seekers understand their qualifications and experiences are considered when determining the salary for the open position. Ultimately, they can decide up front if the duties and responsibilities are worth the pay.
The ad also explains that the stated salary range is the university’s good faith and reasonable estimate at the time the job ad was posted. It sets clear expectations for applicants regarding compensation.
If you need help writing inclusive job descriptions to attract diverse applicants, run your job postings through Ongig’s Text Analyzer to ensure they’re DEI-compliant. Please, request a demo to learn more.
This is a guest post from Gem Siocon. Gem is a digital marketer and freelance content writer. She specializes in HR, marketing, and B2B.
