Inclusive workplaces start with the job description

Think of the last job description you read. Did it call for a “ninja” or a “rockstar” – perhaps someone who “thrives in a fast-paced environment”. Next time you have to write (or read) a job description, take a minute to notice how easily non-inclusive or biased language can creep into something as simple, and seemingly straightforward, as a job ad.

While these phrases often aim to make a role sound more exciting, words like these can deter certain demographics from applying to these positions. From language that is gender-coded, racially or culturally insensitive, or demonstrates age bias, how companies word these role descriptions matters.

Making a strong first impression

One Harvard study found that word choice in job descriptions could significantly impact the perception of a role. For example, the university found that job ads with more “masculine” descriptors led women to have a lower sense that they would belong if they joined the organization.

“Words such as competitive, dominant or leader are associated with male stereotypes, while words such as support, understanding and interpersonal are associated with female stereotypes. Including gendered words in job advertisements could make the position seem less appealing to a certain gender, thereby limiting the applicant pool for these jobs,” the study found.

Because first impressions matter and a job description is the first touchpoint a candidate has with an organization, it’s even more important to make sure that these ads offer a sense of community, inclusion, and fairness throughout.

Swapping the “wizards” and “ninjas” for your company’s values

Unfortunately, we’re still seeing job descriptions that use terms like “tech ninja” or “tech wizard.” Further, terms like “digital native” can deter older applicants from applying, even when they might be more than capable of excelling in the position.

Job descriptions are not just a reflection of the role, but a direct mirror of the company. They offer a glimpse into your organization’s culture and, as such, should reference its core values, mission, and priorities over buzzwords and jargon.

By embedding core values into job descriptions — which might include teamwork, innovation, and collaboration — you’ll convey what’s most important to your company’s culture.

Avoid bias by highlighting skills and responsibilities and sidelining jargon

The most common challenge hiring managers and talent acquisition professionals face when drafting job descriptions is balancing the need for specific skills with the desire to attract a diverse applicant pool. In these cases, be clear and specific about the role and its associated responsibilities.

If hiring for a Marketing Coordinator role, for example, hone in on the skills needed. Don’t call for a “content rockstar” or “jack of all trades”. Specify what this person will be doing on a day-to-day basis, what they’ll be responsible for, and the core skills and competencies of the position.

The same goes for jargon. Experts warn that jargon can be off-putting and alienating for candidates. Instead, try to use language that is accessible to a majority of applicants. For example, instead of “you’ll work from an SSoT,” try “you’ll work from a single source of truth”. Both mean the same thing, but a candidate will have a better sense of the scope of the role if they’re not trying to decode unnecessary jargon.

Consult a range of voices and perspectives within your organization

Be collaborative when it comes to writing and reviewing job descriptions. Involve team members from different backgrounds so that you have a range of perspectives to help identify biases or unhelpful add-ons.

To set teams up for success, ensure that processes are realistic and repeatable. Create templates and playbooks with standardized and reviewed language describing responsibilities, qualifications, and your company’s values. This will help ensure ongoing consistency across the organization.

But remember, this isn’t a one-and-done approach. Gather feedback, measure impact, and remain informed through regular training and inclusion resources.

Related: Why a diverse benefits industry matters (and how to make it happen)

We’re all in this together

As people leaders, we must continuously educate our teams on best practices to foster a workplace where all are welcome.

A great way to stay in-the-know is to engage with different communities or platforms where innovative people leaders come together, stepping outside of daily tasks and jumping into creative problem-solving. With people leaders joining forces as a catalyst for change, together we can create a workforce that’s not only people-centric but also representative of the diversity of our world.

Carmen Amador Barreiro, Community Lead at Oyster