Writing Job Descriptions That Avoid Discrimination

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!

I used to think the hardest part of hiring was sourcing candidates. Turns out, most firms lose the best talent before interviews even begin, because of subtle bias in job descriptions and unstructured interviews. Here’s what I learned: 1. Unbiased Job Descriptions Matter Gender-neutral language: Replace “he/she” with “they/their,” and swap masculine/feminine-coded words for neutral alternatives like “goal-oriented” or “team-player.” Clear, accessible language: Avoid jargon, acronyms, and long lists of “must-haves” that unintentionally filter out qualified candidates. Inclusive titles: Use “software engineer” instead of “rockstar coder,” “firefighter” instead of “fireman.” 2. Structured Interviews Reduce Bias Standardized questions: Ask every candidate the same questions in the same order to avoid “likability bias.” Scoring rubrics: Grade answers objectively on merit, not gut feeling. Behavioral + situational questions: Focus on skills and past performance, not shared backgrounds. Diverse panels & limited chit-chat: Multiple perspectives + minimal small talk reduce affinity bias. Here’s the kicker: these simple practices don’t just make hiring fairer, they make it smarter. Firms using inclusive, structured approaches attract more qualified, diverse candidates, shorten time-to-hire, and build teams that actually perform. If you’re still relying on old-school job posts and free-flow interviews, you’re leaving talent and revenue on the table.

🌈 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

90% of job postings lie about their requirements. These lies hurt the disability community. Job listings often use ableist language that discourages candidates with disabilities from applying. Ableism is “the systemic exclusion and oppression of people with disability, often expressed and reinforced through language.” And in job descriptions, ableism is extremely common. “Must be able to type fast.” “Must be able to sit for 8 hours.” “Must be able to lift 25lbs.” Every single one of these can be accommodated to match performance. Speech-to-text, standing while working, and most roles like finance or accounting have zero need for lifting 25lbs regularly—all these are acceptable accommodations to accomplish the same task. When you see these type of job postings, it’s no surprise people with disabilities are not working at the same rate as nondisabled people (at a large disparity). But honestly, here’s the truth: Mobility, sight, and hearing simply aren’t requirements for basic competency in a majority of job roles. Limiting requirements to essentials helps reduce ableism in job descriptions. Reasonable accommodations enable disabled candidates to do the job—it’s also the law. Make sure interview questions are relevant to the performance of the role, and not about a person’s physical ability. #job #hiring #community #HR #people #dei #ableism #disability #disabilityInclusion #inclusion #diversity #equality #equity