How to Write An Inclusive Job Description and Ad

Job descriptions and ads can provide an applicant with a first impression of a potential employer. An inclusive job description has the ability to attract a wide range of qualified candidates and ensure an employer finds the best candidate. You can make the most of crafting a job description by communicating the company culture, benefits, and more.?

By Timothy Mably

As workplaces seek to become more inclusive, hiring managers can take the first step by thoughtfully writing job descriptions. Inclusive job descriptions can present a positive first impression of an employer and entice job seekers.?

However, many job listings contain descriptions that involve gender or age bias. Ageism can be a commonly accepted form of discrimination that frequently comes out in such descriptions. Specific positions can seemingly attempt to limit the demographic of applicants. Regardless of whether a job seeker believes they fit a description, exclusive language in a job listing may be a turnoff.?

Inclusionary Language

To find the best candidate for a position, inclusionary language should be a common practice in job descriptions. Although crafting an inclusive job description may seem like it requires additional language, it can be accomplished by reducing the word count.??

Head of global operations at Fifteen West, George Turner, says, “Hiring managers really need to think about the level of the role they are advertising and apply a common sense approach. If you are going to list requirements for the role, make them more behavioral than educational or experience related.” Descriptors such as “driven,” “analytical,” “team player,” and “leader” can apply to anyone and are not confined to gender, age, or experience level.

According to LinkedIn Talent Blog, job postings with shorter job descriptions receive 8.4% more applications. Listings with 300 words at most were found to have the most applicants, and listings with a medium word count (300-600) performed 3.4% below average. Long job listings (600 words and more) only did 1% better than average. By remaining general in some language, a job listing can adhere to the minimum word count and attract more applicants in the process.

Turner says, “The biggest benefit to a workplace using inclusive job listings is quite simple — they get the best talent! Bias, whether conscious or unconscious can severely limit applicants based on archaic requirements such as degrees being mandatory, even for entry-level roles.” This mindset fights against ageism and accounts for younger job seekers who may be discouraged to apply for an entry-level position.?

Gender-biased job descriptions can also use exclusive language that unintentionally discriminates against women, men, or non-binary people. By removing words that refer to gender such as pronouns, you can emphasize the responsibilities of a position. Turner says, “Whilst there will always be specific requirements relating to non-negotiable competencies, the key to a modern, inclusive workforce is removing those social boundaries made commonplace that have systematically excluded those whose circumstances have not deterred them from striving for a better life.”?

Ultimately, a job description should be providing an applicant with more than a look into an individual role. It should also open the door to the company culture, giving a candidate a preview of an employee’s daily life.??

A LinkedIn study showed that 50% of applicants hope to become informed about company culture through a hiring manager, which can occur in a job listing. Inclusive language in a job description can indicate a positive and accepting work atmosphere. However, there are other ways that an inclusive company culture can be conveyed.?

Inclusive Benefits

Hiring managers can also take note of inclusion in the benefits listing in a job description. Although benefits may seem like a standard aspect of a job listing, they can also signal an inclusive work culture.?

Turner says, “Finally, be sure to mention the company benefits and commitment to a DEI strategy. Benefits have risen in a post-COVID world to one of the most deciding factors in people moving roles, they are no longer limited to just healthcare, but wellness, mental health, gym subsidies, better PTO and other benefits that contribute to a happy, committed and valued team.”?

Some employers only provide the bare minimum in benefits, but inclusive employers take things into account such as mental health and various health issues a worker may experience. This can also pertain to PTO for parents and other accommodations for families with responsibilities at home. For instance, parents of children with disabilities may feel that a job isn’t practical without such flexibility.

Kandi Pickard, president and CEO of the National Down Syndrome Society, reflected on her experience as a young mother of a child with Down syndrome. She says, “I look back at that time now and I think, I was in this transition mode as a professional and wanted something new and different, and then that shifted the trajectory of my career.”

By conveying this company-wide commitment to inclusion in a job description or an ad, you can explain that you are seeking a candidate’s best interest. This goes far beyond the specifics of a position and shows that employees are cared for on a practical level. Employment is a commitment, but it does not surpass personal commitments like parenthood.?

Company Values

George Turner says, “A strong DEI strategy has risen in importance for new hires and can be a deciding factor for many when presented with a choice between offers of employment, it’s a strong advertisement for companies of not only how they value their employees, but also, how forward-thinking and progressive they are as a business.”

When candidates take note of relevant benefits, they understand that an employer’s values line up with their own. These shared values are important for a job listing to convey. Inclusivity and diversity are values in their own right.?

Platforms such as Textio and Gender Decoder are tools that job seekers can utilize to detect any bias in job listings. Hiring managers can similarly take advantage of such tools to ensure a description is inclusive of potential applicants.?

As job seekers look for work, an inclusive job description can make or break their likelihood of applying for a position whether or not they are qualified. By thoughtfully writing job descriptions and creating inclusive ads, you can find the best candidate.?

Top Takeaways

How can you write an inclusive job description or an ad?

• To find the best candidate for a position, inclusionary language should be a common practice in job descriptions. This can mean the exclusion of language that references age and gender.
• Descriptors such as “driven,” “analytical,” “team player,” and “leader” can apply to anyone and are not confined to gender, age, or experience level.
• 50% of applicants hope to become informed about company culture through a hiring manager, which can occur in a job listing.
• Inclusive benefits can communicate that a potential employer cares about workers beyond a position. This may benefit candidates who have children, a disability, or other responsibilities.
• When candidates take note of relevant benefits, they understand that an employer’s values line up with their own.