A job description is often the first impression a candidate has of your company. More than just a list of responsibilities and qualifications, it’s an opportunity to communicate your brand, culture, and commitment to diversity. Yet many organizations unintentionally use language and requirements that discourage qualified candidates, especially women, minorities, people with disabilities, and older professionals, from applying.
Inclusive job descriptions are a powerful tool to expand your talent pool, promote equity, and strengthen your team with diverse perspectives. Here’s how to design job postings that attract the best talent from all backgrounds.
1. Eliminate Biased Language
One of the most common barriers to inclusive hiring is the use of biased or gendered language. Words like “rockstar,” “ninja,” or “aggressive” can subtly signal a male-dominated culture, while terms like “supportive” or “nurturing” may unconsciously target female applicants.
Instead:
- Use neutral, objective language that focuses on results and collaboration.
- Run job descriptions through a bias-checking tool such as Textio or Gender Decoder.
- Avoid jargon and internal company speech that may alienate external candidates.
2. Focus on Must-Have vs. Nice-to-Have
Long lists of qualifications can deter highly capable candidates who may not meet every item. Studies show that men will apply if they meet about 60% of requirements, while women often hesitate unless they meet 100%.
To widen your pool:
- Clearly distinguish between “must-have” and “nice-to-have” qualifications.
- Emphasize transferable skills and potential for growth rather than rigid experience requirements.
- Limit education requirements unless truly essential, valuable talent doesn’t always come with a degree.
3. Highlight Your Commitment to Diversity
Candidates from underrepresented groups want to know they’ll be supported and included. Use your job description to communicate your company’s values around diversity, equity, and inclusion (DEI).
Try including:
- A short DEI statement about your commitment to inclusive hiring.
- Information about employee resource groups, mentorship programs, or flexible work policies.
- Language that invites all to apply, such as: “We encourage applications from candidates of all backgrounds, experiences, and abilities.”
4. Make Accessibility a Priority
Accessibility often starts with the way you present the job itself. If someone with a disability can’t read or understand the posting, they may not apply.
Best practices include:
- Using clear formatting and readable fonts.
- Providing job descriptions in multiple formats.
- Avoiding unnecessary physical demands unless they are core to the role.
5. Test and Improve Over Time
Inclusive job descriptions are not a one-and-done effort. Continually test, measure, and refine your postings based on applicant data and feedback.
Ask yourself:
- Who is applying for your jobs?
- Who is getting interviews?
- Are you seeing diversity across the funnel?
Regular audits can help you spot patterns and improve reach.
Conclusion
Designing inclusive job descriptions is a strategic investment in your company’s future. When people see themselves in your posting, they’re more likely to apply, and more likely to thrive once hired. With intention, clarity, and equity at the forefront, your organization can unlock a broader, better talent pool and build a stronger, more inclusive workplace.
