Writing an Inclusive Job Description
Writing an Inclusive Job Description
Job descriptions are more complicated than they seem. Many employers default to using descriptions and qualifications that have been used for decades. Terms like “able to lift 50 lbs,” “clean shaven,” or “able-bodied” may seem painfully average, but when examined closely we notice these examples rely on physical, experiential and professional requirements that exclude many otherwise qualified applicants.
We would like to encourage a shift in perspective when it comes to the recruitment process. Here, we hope to bring attention to the terms and phrases that inherently exclude certain people or groups of people from applying. The goal is to widen the scope of potential applicants, which will subsequently foster inclusivity and diversity in the workplace.
Before we begin, let's examine who is affected by the use of outdated terminology in job descriptions. It won't be surprising to find that most generic terms (intentionally or unintentionally) aim to lure young, physically fit, middle to upper class white males. We find study after study (see resource list below) that find diverse workforces are more creative, productive and forward thinking over all. Limiting your candidates before they even apply is detrimental to your workplace community as well.
Let's look at some common pitfalls and how we can improve.
Gender Exclusion
Gender exclusion is an easy trap to fall into when writing a job description. Try to avoid using gender coded titles like she/her or he/him when writing your descriptions. Neutralizing gender will also open your applicant pool to individuals who identify as non-binary. Below are some common gender coded words that can easily be avoided:
Common male coded words:
aggressive
dominant
assertive
head-strong
confident
able bodied
clean-shaven
Common female coded words:
agreeable
supportive
compassionate
nurturing
sensitive
understanding
Culture, Race and Religion Exclusion
It is unfortunately not difficult to find the many examples of language and job requirements that exclude people of various races, cultures and religions to apply. Encouraging cultural and religious diversity is a wonderful opportunity to bring new perspectives to the team.
"Strong English language skill" detours many individuals who are non-native English speakers, regardless of their ability to communicate clearly
“Clean shaven” excludes those whose religion requires facial hair
"Cultural fit" is a term that excludes many possible applicants, especially individuals who are not from the US originally
Age Exclusion
Age exclusions are often the most obvious. We see terms like "party atmosphere" or “supplement your retirement” clearly targeting one end or the other of the age spectrum. This bias often leans more towards excluding older applicants, but not exclusively. Limiting your search by age is yet another way to filter out potential fresh perspectives or valuable experience.
Neurodiversity Exclusion
As discussed in Neurodiversity in the Workplace, there are many expectations that exclude Neurodiverse candidates from applying. Once again, terms like "cultural fit" exclude those who operate outside of social norms. Education requirements may not be met by certain Neurodiverse applicants, even those whose IQs are average or above average. Using terms like "excellent verbal communication" will immediately deter candidates who communicate better through other means. This is a delicate area to navigate, but making adjustments at this stage in the process is the first step to opening the door for a multitude of Neurodiverse talent. This is a perfect opportunity to work in a portion of the application to add any reasonable accommodations that the applicant may want to share. This could be a request to change the method of the interview (ie. a performance test or virtual interview instead of in-person) or an adjustment that would be needed if this individual were hired (ie. adjustments to the work environment such as lighting).
Physical Ability Exclusion
Many job descriptions include physical requirements. We see "able to lift 50 lbs." or "able to sit or stand for 8 hours" frequently. While certain positions have higher physical requirements, many office jobs limit their candidates by placing unnecessary physical restrictions in the job description. Many people who cannot lift 50 lbs may have the ability to move that weight another way. Many people require a change in position frequently, though this would not impede their ability to perform the tasks at hand. Here is another fine place to ask applicants to provide reasonable accommodations that they are comfortable sharing.
Summary
As with many factors of workplace operation, simply stepping back and reevaluating the way we approach the writing of job descriptions will open the door to a more diverse and inclusive workforce. Here are some quick reminders:
Take a moment to reevaluate your expectations. Consider the applicants that you are losing with strict requirements.
Include a space for applicants to add any reasonable accommodations that they would prefer for the interview and/or post hiring process
Avoid language that excludes people through gender identification, culture, religion or race, physical ability or neurological ability
Open your mind! Don’t try to envision your perfect candidate. Be open to fresh perspectives and experiences. This is an opportunity to expand and elevate your team.
We hope you have found value in these insights and are encouraged to keep your job descriptions fresh! Let us know in the comments if you have any additional questions, or want to add some of the methods your company uses when writing job descriptions. As always, HENSLEE is so excited to be a part of the People Ops community and we look forward to learning and growing with you.
Make space and elevate! 🙌🏽
Resources:
5 Must-Do's for Writing and Inclusive Job Description - LinkedIn
How to Write an Inclusive Job Description - Monster
How to Write an Inclusive Job Description - Lever
Diversity in the Workplace - DeVry University
Diversity wins: How inclusion matters - McKinsey and Co.
7 Studies That Prove the Value of Diversity in the Workplace - Capterra