Having an inclusive company starts with having inclusive job descriptions. Ready to get started? Check out these 7 inclusive job description examples for inspiration (and tips).
1. Explore an alternative to “years of experience”
Listing a requirement for years of experience might intimidate some applicants. Years of experience doesn’t always mean a candidate is a pro. Many employers provide training to prepare employees to do their jobs well…making years of experience unessential.
Example: Hubspot Content Designer
Instead of writing X years of experience, Hubspot focuses on the candidate’s qualifications. Like solving complex problems or showing a solid growth mindset:
Think about the experiences or achievements that come with years of relevant employment and reword the qualifications to focus on that. Specificity helps job seekers understand what the position requires, and clarifies doubts on both sides.
2. Eliminate Gender Bias
You may unknowingly write JDs that assume the role is more suitable for a certain gender. So you might miss out on qualified candidates. Fix this by using too many masculine words, and avoid words that assume gender.
Example:Google Product Manager, Cloud
In their Product Manager job description, instead of using he or she, Google uses you:
In this role, you will work cross-functionally to guide products from conception to launch by connecting the technical and business worlds. You can break down complex problems into steps that drive product development at Google speed.
…And Google uses gender-neutral words in the Responsibilities section (e.g., understand, launch, work collaboratively, and develop):
— Understand the cloud ecosystem, markets, competition, and user requirements in depth.
— Launch new products and features, test their performance and iterate quickly.
— Work collaboratively with Engineering, Marketing, Legal, UX, and other cross-functional teams on cutting-edge technologies.
— Develop innovative solutions to some of the world’s hardest problems by collaborating as needed across regions, product areas, and functions.
Tip! Create your inclusive job descriptions through Ongig’s Text Analyzer to ensure you use gender-neutral words (and avoid excluding other underrepresented groups).
3. Cut Out Racial Bias
Racial bias sometimes creeps into your job postings and (or other recruiting efforts.) When writing a job description, you might not realize the phrases you use are implicitly biased against a race or ethnicity.
Example: Sodexo Training Manager
In Sodexo’s job description below, there’s no mention of race or ethnicity. And, no mention of phrases like “must be an English native speaker”. A phrase like this might deter candidates who speak English as a second language from applying.
4. Show Support for People with Disabilities
Avoid language that might discourage qualified candidates with a disability from applying. For example, instead of saying “walks throughout the building to get files,” try “moves throughout the building to access files.”
Example: Lowe’s Full-Time Receiver/Stocker
Writing inclusive job descriptions, like Lowe’s, lets applicants know your workplace welcomes and values all types of candidates.
In their What We’re Looking For section, Lowes uses language that is inclusive to people with disabilities:
|Lowe’s Job Description
|Must be able to stand for an entire shift
|Physical ability to perform tasks that may require prolonged standing, sitting, and other activities necessary to perform job duties.
|Must be able to lift 50 pounds
|Minimally must lift 25 pounds without assistance; may lift over 25 pounds with or without assistance.
5. Remove Unnecessary Educational Requirements
By adjusting credentials, you expand your pool of candidates and create more inclusive job descriptions.
A talented person without a degree might choose an alternative route like certificate programs or boot camps. These are legitimate learning paths that have as much value for success as a college education.
Educational requirements aren’t listed in the What we’re looking for section. Instead, it focuses on the qualities needed to succeed in the role:
The inclusive job description above encourages candidates to think more about the company (and what they could bring to it), instead of wondering if they’re good enough to apply.
6. Make JDs Easier to Read
Inclusive and effective job descriptions ensure all people with different reading levels understand them. Lengthy JDs discourage some applicants from reading the entire job posting.
Example: General Motors Industrial Engineer
GM’s job description is short – only 169 words. But, it outlines the core fundamentals of the role.
The sentences and the paragraphs are short, too. And the use of spacing reduce visual noise, making it more readable…especially on a mobile device:
7. Include DEI Statements
When writing inclusive job descriptions, go beyond the usual Equal Opportunity Employer (EEO) statement to show your commitment to inclusive workplace culture.
Include DEI statements that use positive and inclusive words. Mention benefits for diverse groups and the company as a whole.
Example: Mastercard Director Global Product
In its ‘Purpose’ section, Mastercard highlights the business benefits of diversity hiring like making better choices, driving innovation, and improved business outcomes:
We cultivate a culture of inclusion for all employees that respects their individual strengths, views, and experiences. We believe that our differences enable us to be a better team – one that makes better decisions, drives innovation, and delivers better business results.
Note: For even more tips on writing effective JDs, check out 7 Tips for Using Inclusive Language in Job Descriptions.
Why I Wrote This?
If you need help writing inclusive job descriptions to attract diverse applicants, run your job postings through Ongig’s Text Analyzer to ensure they’re DEI-compliant. Please, request a demo to learn more.
This is a guest post from Gem Siocon. Gem is a digital marketer and freelance content writer. She specializes in HR, marketing, and B2B.