Are you wondering if inclusive job descriptions matter? They certainly do. Here is why along with tips on creating inclusive job postings.
Finding the best candidate for the job starts with creating the right job descriptions. It’s essential to write job postings with inclusivity in mind. While a company’s culture can’t be forced and should develop organically, it requires deliberate effort. The success of your DEI initiatives depends on those responsible for them. This is why finding the right fit for each role is so important.
Why Using Inclusive Language Matters
The language of a job description significantly influences a candidate’s perception and their decision to apply. While there is more to your identity than a job listing description, many people use it to decide if a company is the right fit for them.
Incorporating diversity and inclusion best practices into your hiring process attracts diverse and talented candidates and reaffirms your commitment to building a diverse and inclusive workplace that accepts all people.
While these practices have always been important to corporate culture, it is one of the top hiring and recruiting DEI trends for 2024.
Tips for Writing Inclusive Job Descriptions
Writing inclusive job descriptions begins with mindful language choices to avoid making someone feel discriminated against or excluded. Here are some things to consider when writing inclusive job postings:
1. Avoid gender-coded words.
Gender coding happens when you use words that are associated directly with a specific gender. This can make potential candidates feel that a certain gender is preferred for this position.
2. Beware of age bias.
Refrain from using wording that implies a preference for a certain age. Focus instead on specific job requirements such as necessary skills or social media expertise.
3. Avoid racial or cultural bias.
Saying things like “native English speakers” may exclude proficient and highly-qualified candidates who are non-native speakers but fully capable of performing in an English-speaking environment. Additionally, avoid criteria that could indirectly favor certain racial or cultural groups, such as specifying unnecessary preferences for certain educational institutions, or cultural references that not all candidates might relate to.
4. Be mindful of candidates with disabilities.
Encourage candidates of all backgrounds and abilities to apply by using more inclusive language. For tasks requiring physical effort, such as moving equipment, specify that accommodations or assistance are available. Instead of focusing on the need for physical abilities like lifting, walking, standing, bending, or crouching, highlight the core task requirements and the organization’s willingness to accommodate different ways of accomplishing them.
Creating Inclusive Job Postings That Welcome Everyone
The most effective job descriptions are those that are thoughtfully designed to be inclusive and consider every candidate. The time and effort invested in writing inclusive job postings results in a more diverse and inclusive workplace, filled with the right candidates for every role.
Enhance Your DEI Initiatives
Ready to take your diversity, equity, and inclusion efforts to the next level? Explore our Online Diversity Calendar and Online Diversity Training. These resources are designed to help your organization not only understand but also celebrate the diverse employees that make up your workforce.
FAQs
Why are inclusive job descriptions so important?
When it comes to diversity, equity, and inclusion (DEI) initiatives, job descriptions give candidates insight into a work culture. It also allows them to better understand your approach to DEI. If your job description is highly inclusive, they will assume your organization is too. When you write job descriptions properly, you will get better candidates applying to your positions.
How can you include diversity and inclusion in a job description?
When you’re writing your inclusive job descriptions, always make sure you mention that you are an Equal Opportunity Employer. Explaining your organization’s commitment to a diverse and inclusive work culture is also important. Focus on encouraging candidates of all abilities, gender identities, races, sexual orientations, religions, and cultures to apply.