How to Inclusivity Drives Change

In a competitive job market, attracting diverse talent starts with crafting inclusive job descriptions. By taking deliberate steps to ensure your job postings are welcoming and equitable, you can open the door to a wider range of qualified candidates and build stronger, more innovative teams. Here are 5 actionable steps to help your organization thrive through diversity. Do you want to find out how? Read on

Why Inclusive Job Descriptions Matter

Job descriptions are often a candidate’s first interaction with your company. They serve as both an invitation and a filter, significantly impacting who applies for your positions. Research shows that non-inclusive language can deter qualified candidates from applying, particularly those from underrepresented groups.

The Impact of Inclusive Language

• 76% of job seekers consider workplace diversity important
• Companies with inclusive job descriptions receive 42% more applications
• Diverse teams are 87% better at making decisions
• Inclusive companies are 1.7 times more likely to be innovation leaders

Essential Elements of Inclusive Job Descriptions

In today’s evolving workplace, the words we choose have unprecedented power to either welcome or inadvertently exclude talented candidates. Your job description serves as more than just a list of requirements – it’s your organization’s first handshake with potential talent, a window into your company culture, and a powerful tool for building diverse, high-performing teams.

Recent studies from leading organizations like McKinsey & Company show that companies with diverse workforces consistently outperform their less diverse competitors. Yet, many organizations unknowingly create barriers in their very first interaction with candidates: the job description. Traditional job postings, often recycled from years past, can contain subtle biases that deter qualified candidates from diverse backgrounds from even applying.

Consider this: A talented programmer might hesitate to apply for a role asking for a “coding ninja” or a highly qualified leader might skip over a posting requiring “aggressive” management style. These seemingly innocent word choices can significantly impact your talent pool and, ultimately, your organization’s success.

Creating truly inclusive job descriptions isn’t just about removing obviously biased language – it’s about thoughtfully crafting content that:

• Welcomes candidates from all backgrounds
• Focuses on essential skills and capabilities
• Clearly communicates expectations and opportunities
• Reflects your organization’s genuine commitment to inclusion
• Creates a foundation for equitable hiring practices

The challenge lies in balancing multiple priorities: being specific enough to attract qualified candidates while remaining broad enough to encourage diverse applicants; maintaining professional standards while using accessible language; and accurately representing the role while emphasizing growth potential.

In this comprehensive guide, we’ll explore the essential elements that make job descriptions truly inclusive. Whether you’re a hiring manager, recruiter, or HR professional, you’ll find practical strategies to transform your job postings from potential barriers into powerful invitations for diverse talent.

Let’s dive into the key components that will help you create job descriptions that not only attract the best candidates but also reflect your organization’s commitment to building an inclusive workplace where everyone can thrive.

This isn’t just about following best practices – it’s about fundamentally rethinking how we communicate opportunities to ensure we’re reaching all qualified candidates, regardless of their background, identity, or experience path. The future of your organization depends on your ability to attract diverse talent, and it all starts with the words you choose in your job descriptions.

1. How to Create Gender-Neutral Language

In a world where words shape perceptions and influence opportunities, using gender-neutral language has become more than just a writing choice – it’s a powerful tool for creating inclusive spaces and equal opportunities. Whether you’re crafting job descriptions, writing business communications, or developing company policies, the way we use language can either build bridges or create subtle barriers.

Think of gender-neutral language as a universal translator that helps your message reach everyone in your audience. It’s not about political correctness; it’s about clear, precise communication that ensures no qualified person feels excluded or overlooked based on gender identity. Just as architects design buildings to be accessible to all, we can architect our language to welcome every reader.

The good news? Creating gender-neutral content doesn’t require a complete overhaul of your writing style. Instead, it’s about making thoughtful choices that maintain your message’s clarity while expanding its reach. By understanding a few key principles and practicing simple substitutions, you can transform your communications from potentially exclusive to definitively inclusive.

Let’s explore how to make your language as welcoming as your intentions.

Replace Gendered Terms

Instead of using:

• “He/She will manage…”
• “Chairman”
• “Manpower”
• “Salesmen”

Use:

• “The successful candidate will manage…”
• “Chairperson”
• “Workforce”
• “Sales representatives”

How To Avoid Masculine-Coded Words

Research shows certain words are associated with masculine stereotypes:

• “Competitive”
• “Dominant”
• “Aggressive”
• “Ninja”
• “Rock star”

Consider alternatives:

• “Collaborative”
• “Excellence-driven”
• “Motivated”
• “Expert”
• “Professional”

2. Clear Essential Requirements

Focus on Must-Haves

• Distinguish between required and preferred qualifications
• List only truly necessary requirements
• Remove arbitrary education requirements
• Focus on skills and competencies rather than years of experience

Example:

Instead of: “10+ years of experience and MBA required”

Use: “Demonstrated ability to lead complex projects and develop strategic initiatives. Bachelor’s degree or equivalent practical experience”

3.  How To Use Accessible Language

Write Clearly

• Use plain language
• Avoid industry jargon
• Define technical terms when necessary
• Keep sentences concise

How To Avoid Ableist Language

Instead of:

• “Must be able to stand for long periods”
• “Looking for someone energetic”

Use:

• “Position involves regular standing and movement”
• “Seeking someone passionate about customer service”

4. Cultural Inclusivity

Cultural inclusivity is the cornerstone of a truly global and diverse workplace. It goes beyond simple acknowledgment of differences – it’s about creating an environment where every employee feels valued, understood, and empowered to bring their whole self to work. In today’s interconnected world, organizations that embrace cultural inclusivity not only enrich their workplace but also gain a competitive edge through diverse perspectives and innovative thinking

Consider Different Backgrounds

• Avoid cultural references that might not be universally understood
• Be mindful of religious and cultural holidays
• Include information about workplace accommodations
• Highlight commitment to diverse perspectives

5. Salary Transparency

Be Clear About Compensation

• Include salary ranges when possible
• List benefits clearly
• Mention flexible work arrangements
• Describe professional development opportunities

Structural Elements for Inclusive Job Descriptions

1. Company Introduction

Start with an inclusive company overview: “[Company Name] values diverse perspectives and experiences. We’re building an inclusive environment where all employees can thrive.”

2. Role Overview

Focus on impact rather than tasks: “In this role, you’ll contribute to our mission by…”

3. Responsibilities

Use action-oriented, inclusive language:

• “Collaborate with team members”
• “Contribute to project success”
• “Partner with stakeholders”

4. Qualifications

Structure in two parts:

• Core Requirements: Essential skills and experiences
• Additional Assets: Preferred but not required qualifications

5. Benefits and Culture

Highlight inclusive benefits:

• Flexible work arrangements
• Parental leave
• Cultural holidays
• Professional development
• Mental health support

Best Practices for Implementation

1. Review and Revise

• Use tools like gender decoders
• Have diverse team members review descriptions
• Regularly update language and requirements
• Track application demographics

2. Test Different Approaches

• A/B test job descriptions
• Monitor application rates
• Collect candidate feedback
• Analyze hiring outcomes

3. Train Hiring Teams

• Provide inclusive language guidelines
• Discuss bias in hiring
• Share successful examples
• Update training regularly

Common Pitfalls to Avoid

1. Overloading Requirements

• Listing too many “required” qualifications
• Including unnecessary educational requirements
• Overemphasizing years of experience

2. Exclusive Language

• Using industry jargon
• Including cultural references
• Using gendered terms

3. Vague Descriptions

• Unclear responsibilities
• Undefined technical terms
• Ambiguous requirements

Creating an Action Plan

1. Audit To Current Job Descriptions

• Review all active postings
• Identify problematic language
• Note inconsistencies

2. How To Develop Guidelines

• Create a style guide
• Build templates
• Include examples

3. How To Implement Changes

• Update active postings
• Train hiring managers
• Monitor results

4. How To Measure Impact

• Track application diversity
• Monitor candidate feedback
• Analyze hiring outcomes

Looking Forward

Creating inclusive job descriptions is an ongoing process that requires regular attention and updates. As language evolves and workplace dynamics change, so too should your approach to writing job descriptions.

Remember that inclusive job descriptions are just one part of building an inclusive workplace. They should be part of a broader strategy that includes inclusive hiring practices, workplace policies, and company culture.