Why it matters?

Writing inclusive job descriptions increases the likelihood of attracting diverse candidates.

Follow these steps to make your job descriptions more inclusive.

Avoid gendered words.

“Rockstar”, “ninja”, and other aggressive sounding words can reduce the number of women who apply to a job. Instead, use more neutral words. Consider using a tool like Textio or Gender Decoder to help evaluate your job descriptions.

Limit your job descriptions to must have responsibilities.

An excessively long job description is off-putting and studies have shown women are less likely to apply to jobs for which they feel they aren’t qualified, whereas men will apply even if they only meet a portion of the requirements.

Sample Statement, based on Carboncure:

We know the right candidate might not check every box in this job description. You could also have important skills we haven't thought of. If you think you’re a great candidate for this role, apply and tell us why. To apply, send us a resume and a few sentences about why you are interested in this position and what you bring to the table. We’re looking forward to hearing from you.

Focus less on what you want a candidate to have and more on what you want them to achieve.

Consider whether it is a true requirement for candidates to have a particular educational background (i.e. Bachelor's degree, etc.) or if it is more about what they can achieve with their skills. Arbitrary educational requirements will limit diversity and inclusion. Instead, focus on statements such as “Within one month, you’ll….”, “within six months, you’ll…” Be clear on what they will be working on and/or what goals they will be contributing to or expected to deliver.

Emphasize your company’s commitment to diversity and inclusion.

Go beyond the standard EEO statement and write a statement that is unique to your company. Consider statements such as “Consistent with our commitment to diversity & inclusion, we value individuals with the ability to work on diverse teams and with a diverse range of people.” Or, “When in doubt, please apply”, or “Everyone is welcome at XYZ company”. If space is a premium, link to the section on your website that describes your company’s commitments in detail.

Sample Statement, based on Kapor Capital’s:

In keeping with our beliefs and goals, no employee or applicant will face discrimination/harassment based on: race, color, ancestry, national origin, religion, age, gender, marital domestic partner status, sexual orientation, gender identity, disability status, or veteran status. Above and beyond discrimination/harassment based on “protected categories,” we seek to create a diverse working environment where all team members have an equal opportunity to contribute to our success. Whether blatant or hidden, barriers to success have no place at our company.

Sample Statement, based on Carboncure:

Consistent with our commitment to diversity & inclusion, we value people with the ability to work on diverse teams and with a diverse range of people. We especially encourage members of traditionally underrepresented communities to apply, including women, people of color, LGBTQ people, veterans, and people with disabilities.

Highlight inclusive benefits.

If you offer paid parental leave or flexible work schedules, be sure to highlight them, as these benefits send a clear signal of your company’s values.

Avoid corporate jargon and abbreviations.

Unfamiliar language can make candidates feel intimidated and/or confused about what a role actually entails and, therefore, make them less likely to apply

Links to other resources:

Gender-Decoder - Free resource that identifies gendered words. Tap Recruit - Inclusive job descriptions with recruiting analytics. $699/month if billed annually, $999/month if billed monthly. Textio - Advanced language insights for your hiring and employer brand content. Contact the company for a quote.