How to Create Authentic, Inclusive Job Descriptions

This is #IncreaseDiversity, a weekly newsletter series + Increase Diversity Toolbox sharing best practices for employers who want to learn how to… well, increase diversity. To see previous editions, visit JenniferTardy.com. | IG: @IncreaseDiversity | Increase Diversity - YouTube

Are you planning to advertise new job openings and want to know how to create truly inclusive job descriptions? In today’s newsletter, let’s talk about what to include in your job specifications and how to make your roles inviting for everyone. Because when you design with historically underrepresented groups in mind, you create job descriptions that work for everyone.

If you prefer to watch instead of read, we’ve got you covered! Here’s the video that dives into this topic. Below, you’ll find a summary with actionable steps.

Step #1: Design for Underrepresented Candidates

Here’s the key idea: Create products, services, and solutions with your most vulnerable populations in mind. When you do this, you naturally design solutions that benefit everyone. Your job descriptions are no exception.

Think of under-representation as a person. What would they need to feel welcome, seen, and respected in your hiring process? That’s where you start.

Step #2: Use Gender-Neutral Language

Maybe your candidate identifies as a woman. Maybe they identify as non-binary. Your job description should speak to all genders.

Swap out gendered terms for gender-neutral ones. Instead of “he” or “she,” use “they.” For example, replace “chairman” with “chairperson.” These changes are small, but they make a big difference. They let candidates know your workplace is welcoming, no matter how they identify.

Step #3: Rethink Education Requirements

Some candidates don’t follow the traditional educational path. They might not have a bachelor’s or master’s degree, but they’ve built valuable skills and experience in other ways.

Ask yourself: Is a degree really necessary for this role? If not, consider dropping that requirement. Or, use language like “equivalent experience.” This simple step opens the door to a wider, more diverse pool of candidates.

Step #4: Make the Process Accessible for Candidates with Disabilities

Accessibility matters. Your entire hiring process—from the job description to the interview—should be open and accessible to candidates with disabilities.

Is your application portal and career page compatible with screen readers? Are forms easy to navigate for people with disabilities? Think about the interview process too. Could someone with a hearing impairment or other disability participate fully? If not, tweak the process. These thoughtful changes make your organization more equitable and welcoming.

Let’s say it again: When you create products, services, and solutions with your most vulnerable populations in mind, you create something that works for everyone. Your job descriptions are no exception.

JOIN US: Are you already writing job descriptions with underrepresented groups in mind? What other steps do you take to make job descriptions more inclusive? Share your tips with us!