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You’ve probably written these phrases in your job descriptions. “Our ideal candidates are “Recent college graduates” or “This job is ideal for candidates over 40 years”. You may not have known it at the time, but those are examples of discriminatory language in job descriptions.
While your intentions for your organization were good, your job description could prevent candidates from applying. The above examples are considered age bias in job descriptions. And can prevent either older or younger candidates from applying to your job advertisements.
So to prevent these unconscious biases, we’ve discussed 8 best practices we found to avoid using discriminatory words in your JDs, during interviews, and more:
1. Use people-first language
Using people-first language is one way to avoid derogatory language in job descriptions. What is people-first language? This is how the Employer Assistance and Resource Network on Disability Inclusion (EARN) defines it:
“People-first language emphasizes the individuality, equality and dignity of people with disabilities. Rather than defining people primarily by their disability, people-first language conveys respect by emphasizing the fact that people with disabilities are first and foremost just that—people.”
People-first language is not only related to disabilities, but also race, gender, age, or ethnicity. Some examples of people-first language include:
- “person of color” vs. “colored”
- “person with a disability” vs. “the disabled”
- “Black people” vs. “blacks”
- “homeless people” vs. “the homeless”
- “person in a wheelchair” or “wheelchair user” vs. “wheelchair-bound” or “confined to a wheelchair”
- “older people” vs. “the elderly”
- “transgender people” vs. “transgenders”
- “person of indigenous descent” vs. “part-Indian”
It’s best practice to use people-first language unless a person indicates another preference.
2. Avoid gender assumptions
Avoiding gender assumptions is another way to remove gender discriminatory words from your job descriptions. Collegian’s Inclusive Language Guide says it is best practice to:
“Never assume a person’s gender identity based on their name or their appearance – if you don’t know, use gender-inclusive pronouns or ask for their pronouns.”
This best practice is more related to the interview process. But removing words like “he” and “she” or “mother” and “father” from job descriptions may help you avoid offending a potential candidate that does not identify with a specific gender, or is in a relationship where their kids simply call them “parents”.
This leads into the next best practice, using gender inclusive language.
3. Use gender-inclusive language
Using gender inclusive language when speaking about groups of people can help avoid discriminating against certain groups. If you do not know the pronouns people prefer, it may be best to use the following in your job descriptions:
- “they/them/theirs” vs. “he/him/his” and “she/her/hers”
- “everyone” or “people” vs. “ladies and gentlemen”
Other examples that can be used when writing job descriptions or just in general are:
- “staff hours” vs. “man-hours”
- “parenthood leave” vs. “maternity/paternity leave”
- “spouses/partners” vs. “husbands” and “wives”
4. Use an augmented writing tool
Using augmented writing tools can help solve the problems listed above. Augmented writing tools are important for job descriptions because they notice things like:
- Gender bias — 94% of employers lean masculine.
- Exclusionary words — You might be using politically incorrect or discriminatory words.
- Age bias — Did you know you can sued if you use language suggesting you want a young candidate (“digital native”, “recent grad”, “youthful energy”, etc.?)
- Unconscious bias — Remember, most bias is inadvertent (unconscious)…but the outcome is still poor if you have it.
Ongig’s Text Analyzer helps improve writing by highlighting discriminatory language and suggesting better words. Here are a few examples:
5. Create a “discriminatory language in the workplace policy”
Another best practice to create an “inappropriate language in the workplace policy” or “discriminatory language in the workplace policy“. This type of policy not only covers words used in job descriptions but prohibits the use of discriminatory language, labeling, name-calling, and other related behaviors across an organization.
Having policies in place to stop discrimination and the use of inappropriate language in the workplace help keep employees accountable for the language they use. Ongig’s Diversity Glossary and style guides like A Progressive’s Style Guide pictured below can also help steer you in the right direction when it comes to using more inclusive language.
6. Be mindful of racial, national, and cultural bias
Chances are you might be turning off candidates from diverse backgrounds, national origins, and cultures based on how you write certain words and requirements in your job descriptions.
For instance, asking for candidates who are “native English speakers” rather than those who are “fluent in English” could prevent diverse candidates from applying.
CRA 1964 makes it illegal to discriminate against any person based on their nationality or origin when it comes to work. But, recruitment discrimination based on race and ethnicity is still high. And this discrimination starts from job descriptions.
Plus research shows that discrimination against Latinos and African Americans hasn’t decreased in the last 25 years.
So here are strategies to avoid racial bias and discriminatory language in job descriptions:
- Eliminate language that might offend specific groups of people: Avoid using discriminatory phrases in your job descriptions that are associated with certain races, ethnicities, and indigenous groups.
- Hire external experts to review your JDs: These experts can identify racial, national, and cultural biases that might creep into JDs unconsciously.
- Focus on the necessary skills: Write a skill-focused job description. This way, you’ll just focus on the capabilities you want from candidates.
By doing this, you’ll see an increase in your talent pool.
7. Use inclusive language for candidates with disabilities
Discriminatory language in job descriptions against people with disabilities often goes unnoticed because it is common in everyday words.
For instance, you may think using words such as walk, talk, smell, and see isn’t discriminative but it is. Because all those terms refer to physical attributes that some candidates might not have.
So it’s inclusive to replace those terms with phrases such as move, communicate, detect, and perceive. To learn more about inclusive language to use for people with disability, this disability language style guide can help you.
To ensure your job descriptions are free from ableist language, do this:
- Focus on the essential skills: The best way is to ensure you’re talking about the important skills needed for the job. This way, you’ll be less likely to unconsciously introduce disability bias.
- Have someone review the job description for disability bias: If possible, let some employees in the team focus on identifying any disability bias language because of how it easily unconsciously creeps into job descriptions.
- Don’t reference any physical attributes: Avoid talking about any terms related to physical characteristics such as weight, appearance, and height. And avoid mentioning any terms related to physical strength
- Mention the accommodations you have for people with disabilities: Describe how your organization accommodates candidates with disabilities. For example, if it’s remote work or work-life balance policies, mention that.
8. Be mindful of age-bias language
Sometimes, job descriptions treat candidates differently because of their age. And this happens to both older and younger candidates. But unlike gender biases, age biases in job descriptions aren’t always obvious.
For instance using words such as “fun” and “modern”, “dynamic”, “digital native”, “rockstar”, and energetic might prevent older candidates from applying to your job adverts.
So to avoid age bias and discriminatory language in job descriptions do this:
- Focus on skills: Write the specific skills needed to achieve results regardless of the age of the candidate. For example don’t say, “We need an energetic Javascript developer,”. Just say, “We need a Javascript developed skilled in building user-friendly websites”
- Avoid age assumptions: Focus on the abilities of each individual and avoid all age-related stereotypes and assumptions. For instance, younger candidates are assumed to be “entitled” and “lazy” and older candidates are assumed to be “slow to learn”, and “lack technology literacy”.
- Create an age-biased discriminatory language checklist: This will guide you to avoid using any age-related bias either to younger or older candidates.
Why having inclusive job descriptions will benefit your company
Inclusive job descriptions have tons of good impacts. Some of the positive impacts are:
- Potential applicants won’t self-eliminate: If your JD feels open to all, all qualified candidates will end up applying. But if the JD isn’t inclusive, some job seekers will feel uncomfortable applying.
- Experience increased creativity and innovation: A 2020 study by the World Economic Forum showed that a diverse workforce performs better. And are more ready to face challenges in the workplace.
- Boosted employer brand: Inclusive job descriptions show your commitment to DEI. And this improves your employer brand hence attracting qualified applicants to apply to your job postings. Plus in the recent world of work, most new hires want to work for companies committed to DEI.
- Enhanced customer satisfaction: A diverse group of employees easily understands the needs of different customers. So this leads to getting long-term clients because they feel they are getting the best services.
Understanding Discriminatory Language in Job Descriptions
Definition and Examples of Discriminatory language
Discriminatory language in job ads is any wording that might exclude or discourage certain groups of people from applying. So, it can sneak into your job descriptions in various forms, like biased language or gender-specific language. There can also be terms that hint at a preference for a particular gender, age, or national origin.
For example, using male-coded words like “dominant” or “competitive” can deter female candidates. Phrases like “young and energetic” can discourage older workers from applying. Similarly, saying a candidate must be a “native speaker” could unintentionally exclude people from various backgrounds who are fluent in the language but not native speakers.
Impact of Discriminatory Language on Potential Candidates
The language you use in job posts can have a significant impact on your potential candidates. So, when job descriptions contain biased language, they can shrink your candidate pool. Thus, leaving out the right person for the job just because they didn’t feel welcome to apply.
For instance, recent research has shown that gendered language in job postings can reinforce gender inequality by discouraging candidates from particular genders from applying. Therefore, job requirements that specify a high number of years of experience may deter younger workers. However, terms like “recent college graduate” can imply age discrimination against older workers.
A more inclusive job description, on the other hand, invites a diverse range of applicants, enhancing your inclusive workplace and boosting your inclusion efforts. So, use clear messages that highlight your equal opportunity employer status and avoid biased language can attract top talent from various backgrounds. This makes your recruitment process more effective.
Moving Away From Discriminatory Language and Towards Inclusive Language
To avoid these pitfalls, it’s a good idea to use gender-neutral language and focus on the skills and qualifications needed for the job rather than the ideal candidate’s demographic characteristics. So, tools like gender decoder apps and feedback from diverse hiring managers can help identify and remove biased language from your job posting descriptions.
Remember, your job descriptions are often the first point of contact potential candidates have with your employer brand. Therefore, by crafting a more inclusive job description, you send a clear message that your company values diversity and inclusion. This not only attracts the right candidate. It also plays a pivotal role in building an inclusive environment and ensuring job satisfaction for all employees. The same applies to your website. It’s important for customers to know you value inclusivity and that your website is optimized for users with various impairments. Tools like Userway can help with this.
WHY I WROTE THIS
Ongig’s mission is to transform your job descriptions to attract top-tier and diverse talent. Our Text Analyzer software analyzes every word of your job descriptions to ensure they are inclusive to everyone and avoid discriminatory language.
Shout-outs
- Inclusive Language Guide (by collegian.com)
- People First Language (by EARN)
- Preventing Racial and Other Offensive Slurs In The Workplace (by Dr. John Sullivan)
- A Progressive’s Style Guide (by Hanna Thomas and Anna Hirsch)
- Out with “the old,” elderly, and aged (by Marianne Falconer and Desmond O’Neill)
