How To Avoid Bias In Job Descriptions

There is clear evidence that companies with diverse workforces outperform their competitors across all metrics. Diversity has a positive impact on every level of a business, from entry-level staff to the board of directors. Bringing a variety of perspectives, working styles, and experiences into the workplace leads to integration, growth, and success. By focusing on attracting a diverse talent pool, businesses can unlock new opportunities and increase innovation.

The first step toward achieving a more balanced workforce is to ensure job advertisements are free from unconscious bias. By removing bias from your job descriptions, you can position yourself as a forward-thinking and inclusive employer. The result is a richer pool of candidates, all while encouraging a wide range of applicants.

What is unconscious bias?

Unconscious bias refers to the automatic assumptions we make about others based on factors like gender, ethnicity, age, and class, often influenced by societal norms and structures. In job descriptions, unconscious bias typically shows up in gendered or otherwise biased language. This can unintentionally discourage qualified candidates from applying, especially if they feel the description targets a particular type of person.

Are your job titles inclusive?

Job titles are often one of the first places unconscious bias shows up. Many job titles are traditionally gendered, such as "chairman," "fireman," or "councilman." Even contemporary terms like "rockstar," "guru," or "ninja" can carry unintended gendered connotations. A woman in her 40s with the right qualifications may not feel compelled to apply for a role with "ninja" in the title, especially if it suggests a workplace dominated by a particular culture or demographic.

To avoid this, use gender-neutral job titles that accurately reflect the role and appeal to a wider audience. For example, instead of "Sales Ninja," try "Sales Specialist" or "Sales Manager."

Use gender-neutral pronouns

A quick and effective way to make your job descriptions more inclusive is to remove gendered pronouns. Replace “he/she” with “they” or “their.” This applies to both individual references and collective nouns. Instead of saying “guys,” opt for "team" or "everyone" to make your language more inclusive.

Check for biased language

When writing job descriptions, the language used to describe the ideal candidate can unintentionally convey bias. For example, traits like “assertive” and “competitive” are often viewed as masculine, while words like “nurturing” and “bubbly” are seen as feminine. This may encourage one gender to apply over another.

Instead, focus on skills and abilities that are necessary for the role, and use neutral language that appeals to all candidates. For example, "strong communicator" or "collaborative team player" are phrases that are not biased toward any gender.

Avoid presenting a toxic work culture

Certain phrases, like “work hard, play hard” or “banter,” can present an image of a “bro” culture that may not appeal to a wide range of candidates, particularly women. Such language can also unintentionally imply that the workplace is not inclusive or respectful. Focus on highlighting aspects of your workplace that offer a supportive environment for all employees, regardless of gender or background.

Consider your job requirements

Another way to make your job descriptions more inclusive is by reconsidering your list of required skills. Research shows that women tend to be more cautious about applying for roles where they don’t meet every single requirement. On the other hand, men are more likely to apply for roles even if they don’t meet all of the listed criteria.

Instead of creating exhaustive lists of "must-have" qualifications, focus on outlining essential requirements, such as education level, years of experience, and core skills. Anything beyond that can be listed as "desired" or "nice to have." This approach reduces the barriers that can discourage otherwise qualified candidates from applying.

Make descriptions easy to read and understand

Clear, concise, and easy-to-read job descriptions are more likely to attract a diverse range of candidates. Avoid jargon and aim to write in a straightforward manner. This helps ensure that all potential candidates, regardless of background or experience, can easily understand the job’s requirements and responsibilities.

Use online tools to eliminate bias

To further reduce bias, consider using online tools designed to help identify and eliminate biased language in your job descriptions. Tools like OnGig and Textio offer software that analyzes your job descriptions and suggests changes to make them more inclusive while still maintaining the tone and impact needed to attract top candidates.

 

By taking simple steps to ensure that job descriptions are free from unconscious bias, companies can open the door to a wider range of candidates and create a more inclusive workplace. A focus on diversity not only helps businesses attract top talent, but it also fosters innovation and drives business success. Make sure your job descriptions are designed to appeal to all qualified candidates, regardless of their background.