Building An Inclusive Job Description

Are your job descriptions unintentionally turning away diverse talent? 🤔 In many organizations today, a recurring issue persists despite the company’s commitment to diversity: job postings aren’t attracting a diverse pool of candidates. While the leadership may be determined to ensure the company’s workforce reflects the diverse audience they aim to serve, hidden barriers within their hiring process may be unintentionally hindering progress. 🚩 🚩 Here is a list of phrases that should not appear in your job descriptions: 1️⃣ Rockstar” or “Ninja These terms can come across as masculine-coded or overly aggressive, potentially alienating women, nonbinary individuals, or those from cultures where such language is not common. 2️⃣ Native English Speaker This phrase can exclude candidates who are fluent in English but do not consider it their first language. Instead, use “proficient in English” if language skills are essential. 3️⃣ Must have X years of experience Rigid experience requirements can deter highly capable candidates with transferable skills but fewer formal years in the field. Focus on competencies instead. 4️⃣ Work hard, play hard This phrase might suggest a high-pressure, workaholic culture, which can alienate candidates seeking work-life balance, caregivers, or those prioritizing mental health. 5️⃣ MBA required or similar academic credentials Requiring advanced degrees when they aren’t truly necessary can exclude candidates with nontraditional educational paths or valuable real-world experience. 6️⃣ Fast-paced environment While common, this phrase can feel overwhelming or exclusionary to candidates with disabilities or those seeking more structured roles. Be specific about the nature of the work instead. 7️⃣ Culture fit This vague term can perpetuate unconscious bias and favoritism. Use “aligned with our values” or “culture add” to highlight the importance of diverse perspectives. 8️⃣ Strong verbal and written communication skills While valid in some roles, this phrase might dissuade neurodivergent candidates or those for whom English isn’t their first language if not clarified. Specify what kind of communication skills are truly needed. ✍️ By replacing these terms with inclusive, skill-focused language, organizations can craft job descriptions that not only attract a broader and more diverse pool of talented candidates but also align more closely with the diverse customer base they aim to serve. #InclusiveRecruitment #DiverseTalent #HRInnovation #InclusiveWorkplace #AttractTopTalent ________________________________ 👋 Hi! I am Luiza Dreasher, DEI+ Strategist and Facilitator. Looking to create meaningful change within your organization? I can help you implement successful and long-lasting DEI strategies that foster inclusion, attract diverse talent, and drive innovation. Let’s connect to explore how we can achieve your goals together!

🌈 Creating LGBTQ+-Inclusive Job Descriptions: A Guide for Progressive Employers Key elements every inclusive job description needs: 1️⃣ Start Strong with an Inclusive Introduction "[Company] is proud to be an equal opportunity employer celebrating diversity. We actively welcome applications from all backgrounds, including LGBTQ+ candidates." 2️⃣ Use Gender-Neutral Language ❌ "The manager will lead his team" ✅ "The manager will lead their team" 3️⃣ Highlight Inclusive Benefits • Transgender-inclusive healthcare • Domestic partner benefits • LGBTQ+ employee resource groups • Mental health support 4️⃣ Make Your Commitment Clear "We create a workplace where all employees, regardless of sexual orientation, gender identity, or expression, can bring their whole selves to work." 5️⃣ Focus on Skills, Not Stereotypes ❌ "Young, energetic individual" ✅ "Candidate with fresh ideas and innovation" 💡 Pro Tip: Review your job descriptions regularly to ensure they remain inclusive and welcoming to all candidates. What other elements do you include in your inclusive job descriptions? Share in the comments! 👇 #LGBTQ #Inclusion #HR #Recruiting #DiversityAndInclusion #EquitableHiring #WorkplaceCulture

As we consider what can be done to advance our aims of diverse and inclusive workplaces, I’ve seen two key strategies consistently touted: 1️⃣ Block bias--continue tactics that seek to mitigate bias in all people decisions, from hiring to performance management and promotions 2️⃣ Cast a wide net--continue to recruit from a diversity of places and sources In addition to casting a wide net, try making your job descriptions appealing to as wide a group of candidates as possible. One strategy is to shift the language of job ads. In this recently published PNAS post, researchers learned that replacing stereotypically masculine words with synonymous gender-neutral words—can increase application rates. Not only did more women apply, but also men who did not match traditional masculine norms. The researchers, Joyce He and Sonia Kang, concluded: “We find evidence for these predictions across the lab and field, suggesting that efforts to make job advertisements more inclusive can benefit a broader range of individuals than initially anticipated.” Need an example of masculine and gender-neutral words? In general, masculine words tend to be about individual traits, as opposed to collaborative traits. Take for example, the word “assertive” -- it is considered more stereotypically masculine and is also an individual trait. On the other hand, “collaborative” or “collaborates” is more relational--about how one works with others. Many resources are available to improve the quality of your job ads. There is no silver bullet, but a thoughtful experimental approach can help drive interest and improve your candidate pool. The article is linked in the comments below (Debiasing job ads by replacing masculine language increases gender diversity of applicant pools). #recruiting #debias