Crafting Inclusivity: The Power of Inclusive Job Descriptions

Why do Inclusive Job Descriptions Matter?

You have 14 seconds. The job description is where it all begins - The first point of contact, the first impression, and the first 14 seconds. 

Lever found that job seekers, on average, spend a meager 14 seconds, “deciding whether to apply… based solely on the job description.”

Inclusive job descriptions are not just about increasing the conversion rate between candidates window shopping to actively applying; they reflect your commitment to cultivating and maintaining an inclusive work environment. 

Here are three reasons why they matter:

1. Attracting a Diverse Pool of Talent: This further enriches the company culture, opening the door for unique perspectives from all walks of life. Inclusive language appeals to a larger audience, increasing their likelihood of applying. 
2. Minimizing Unconscious Bias: Prioritizing inclusive language can reduce unconscious bias during the hiring process. Specifically, the use of a biased tone regarding gender, physical abilities, ageism, and more can inspire potential unconscious bias on both the recruitment and applicant side of the process. 
3. Enhancing Employer Branding: Speaking to inclusivity in job descriptions can be perceived as refreshing and progressive. Candidates can gain insight into the company’s culture and approach to fostering a more inclusive and diverse workforce.

Essential Elements of Inclusive Job Descriptions

Recruiting and applying is a two-way street. As much as you, the talent-seeker, are sifting through potential applicants, the candidates are also sifting through potential jobs. This is why it is critical to create inclusivity through the job description. These descriptions have a simple structure that typically breaks down the job position which includes job titles, requirements, qualifications, job responsibilities, the company culture, the working environment (On-site, hybrid, or remote), any existing technical skills (that are a plus, but not required), and a disclaimer emphasizing the commitment to diversity and inclusion.

Job Title: 

The little things matter just as much as the big things. Could you create an easy-to-understand title that matches the job description? Do not hesitate to include that the role may consist of additional responsibilities. Regardless, staying transparent with the job responsibilities and interview process will favor the company's reputation and candidate experience. Overall, this decreases confusion and creates confidence in the candidate. 

Job Requirements: 

Set clear and appropriate role expectations. Stray from using industry jargon that can make candidates feel alienated, potentially resulting in a candidate deciding not to apply within those 14 seconds.

Emphasizing the Company’s Commitment to Inclusion and Diversity: 

It is strategic to include a statement at the bottom of your job description to communicate you are an equal opportunity employer. Aside from the traditional benefits provided, do not hesitate to list inclusive benefits such as parental leave, therapy included in medical insurance, mental health days, and childcare opportunities. 

• Google promotes inclusivity, which shows through its job description, stating, “Google is proud to be an equal opportunity and affirmative action employer," they continue to demonstrate that they provide, "an equal employment opportunity regardless of race, creed, color, religion, gender, sexual orientation, gender identity/expression, national origin, disability, age, genetic information, veteran status, marital status, pregnancy or related condition (including breastfeeding), expecting or parents-to-be, criminal histories consistent with legal requirements, or any other basis protected by law." To close their statement, they provide Google's EEO Policy to equip candidates with their rights.
• Do not hesitate to be self-aware regarding gender imbalance when seeking talent. Keep in mind that the gender imbalance when candidates are job hunting, it would not hurt to express: Even though a candidate may not meet all the requirements and qualifications, X company still encourages you to apply.

Mrs. Nunez stated in her interview with career coach, Dani Tan in Welcome to the Jungle, that women tend to only apply for jobs where they meet all the requirements listed in the job description, yet, that leaves them overqualified.

Language and Tone: 

The art of linguistics is powerful when used strategically. This single-handedly can impact the candidate’s perception of the job and the company culture, so it is crucial to utilize language to convey the company’s commitment to inclusion and diversity. 

Here are a few linguistic tips: 

• Gender-neutral language: Avoid gender-specific terminology such as, “Salesman,” or, “Cameraman,” and instead use, “Sales Representative,” or, “Camera Person”. Gender-neutral language eliminates the possibility of excluding candidates due to their gender identities and further demonstrates unconscious bias. 

• Ageism: When job postings describe their ideal candidate as a “young and energetic professional,” or a, “Recent college grad,” it can exclude candidates due to their age. Terms, as simple as "Rockstar" can also put a figurative barrier between a candidate and those applying. It does not relate to their work experience or skills they could contribute to the company, further pointing towards the candidate’s age. 

• Sexism: Datapeople suggested that descriptions such as, “Must be able to work independently and as part of a four-man team,” or, “can handle multiple tasks in a fast-paced environment with a smile,” can implement a sexist tone in a job posting. This can turn candidates away from applying and leave a sour taste regarding the company's reputation. 

• Ableism: Requirements such as, “Must be able to lift 20-25 lbs,” or, “Must be able to stand for long periods,” can eliminate candidates based on their physical abilities. Instead, focus on their work experience and the skills they could bring to the company.

• Racism: Describing certain roles as, “seeking a candidate who is a cultural fit with a polished and professional appearance,” which may imply that the company favors candidates who promote Western culture norms, excluding the talent that does not. Another example is the requirement for the candidate to be proficient in native-level English.

• Tokenism: An example would be using inclusive- and divers-related language or initiatives in the description while failing to deliver specific actions or policies to support underrepresented groups.

• Elitism: Preferences listed in the job description such as, “Education: Bachelors from an Ivy League or equivalent institution preferred,” can indicate the company favors a level of prestige from candidates. This excludes the talent that may not have attended top-tier higher education institutions. Even though they may bring more value to the company, a company that expresses elitism preferences may miss that opportunity for success due to the excluding job description. 

In Closing

Consider reviewing existing job descriptions regarding inclusivity and make any necessary changes. A resource that can help you is downloading SuperBloom’s Inclusive Job Description Checklist! Thank you for being so committed to cultivating a more inclusive and diverse workplace.

Download Checklist: Do's and Don'ts of Inclusive Job Descriptions