If you’ve ever worried that your job descriptions might turn people away without meaning to — I get it. I’ve worked on job ads that looked “fine” on the surface but were quietly full of language that pushed great candidates out.
If you want to remove all bias from your job descriptions, especially in Canada where inclusive hiring isn’t just a value — it’s a movement — you’re in the right place.
Let’s fix it, one line at a time.
1. Write Like a Human, Not a Checklist
The easiest way to remove bias? Stop writing like you’re talking to a robot. Long, formal sentences full of jargon don’t sound impressive — they sound cold.
Here’s what I do instead:
Use “you” instead of “the candidate”
Drop passive voice.
Avoid overstuffed words like “leverage,” “synergy,” or “best-in-class”.
Plain language is inclusive language.
2. Watch Out for Gender-Coded Words
In Canada, gender bias is still baked into a lot of job ads. Words like “competitive,” “assertive,” or “strong leader” tend to attract more men. Words like “supportive” or “nurturing” often pull in more women. Neither is wrong — but it depends on the role.
If you want balance, mix your language. Try to get to neutral for best results.
3. Drop Age or Ability Bias
Skip phrases like:
“Digital native” (excludes older talent)
“Must be able to lift 50 lbs” (unless it’s essential)
“Recent graduate” (filters out experienced folks unfairly)
Even saying “energetic” can imply you’re looking for a younger person. Swap it with “self-motivated” or “adaptable” if that’s what you really mean.
4. Be Specific, Not Exclusive
If you list 10 must-haves for a role, you’ll lose qualified people who don’t check every box. That’s especially true for women, Indigenous applicants, people of colour, and newcomers to Canada.
Stick to 3–5 actual requirements (7 max, if you have to). Put everything else in a “nice to have” section.
Real Example: Biased vs. Bias-Free
Here’s a quick before/after you can use as a reference:
Biased vs. Inclusive Job Description Examples
| Problem | Biased Version | Inclusive Fix |
|---|---|---|
| Gender Bias | We’re looking for a strong leader who can dominate the market | We’re looking for a skilled team member who can grow our market reach |
| Age Bias | Perfect for recent grads hungry to prove themselves | Open to candidates early in their careers who are eager to learn |
| Ability Bias | Must be able to lift 50 lbs | Role may involve moving boxes occasionally (accommodations available) |
| Overqualified Filter | Must have 10 years of experience in a startup | Experience in similar industry is a solid asset |
How Ongig Helps You Remove All Bias From Your Job Descriptions (Automatically)
You don’t need to catch all this bias on your own. I use Ongig’s Text Analyzer to do the dirty work.
Here’s how it works for Canada-based teams:
Canadian English & Local Bias Flags: It picks up terms like “stakeholders” or “recent grad” — even subtle phrases that break Employment Equity rules.
AI-Powered Rewrite Suggestions: You get inclusive wording suggestions in real time, backed by research (not just gut feel).
Job Description Templates: Create and reuse bias-free templates across teams so you don’t have to start from scratch every time.
And yes — it works in English, but edited job descriptions can be exported in French if you need it.
Want to see a quick demo? Here’s a quick look at how Ongig removes bias from job descriptions.
FAQs: Removing Bias From Job Descriptions in Canada
Q: What types of bias should I look out for in job postings?
A: Gender bias, age bias, ability bias, and education bias are the big ones. Even phrases like “native speaker” can be exclusionary.
Q: Is inclusive language legally required in Canada?
A: If you’re a federal contractor or subject to the Employment Equity Act — yes. But honestly, it’s a smart move for any Canadian employer who wants to build a fair workplace.
Q: How do I test if my job posting is biased?
A: Use a bias detection tool like Ongig’s Text Analyzer or run it through a gender decoder. You can also read it out loud — if it doesn’t sound like something you’d say to a real person, revise it.
Q: Should I mention that we’re an inclusive employer in the posting?
A: You can, but the language you use matters more than the diversity statement at the bottom. Show it in the way you write.
Why I Wrote This:
If your goal is to remove all bias from your job descriptions, don’t overthink it — start by writing like a real person. Then, use the right tools to catch what you might miss.
Need help making sure your job ads are truly inclusive (and Canadian-compliant)? Try Ongig’s Text Analyzer — book a quick demo and I’ll show you how it works.
