If you want to attract the absolute best candidate for an open role in your business, you need to have the right job description that will bring them in.
Many times, businesses focus on what can be physically changed within their company to be more inclusive to those within it and often forget that to be truly inclusive, they must start at step one. Your job descriptions are what bring people into your business, and if they are not inclusive, you might be closing the door on amazing opportunities without realizing it.
A truly inclusive company starts with inclusive job descriptions.
Why an Inclusive Job Description Matters
The language you utilize in your job description can be the difference between five okay applicants and 10 qualified applicants. The language can be a deciding factor for many when considering whether to apply or not. They might qualify, but the job description itself could deter them from believing otherwise. With an inclusive job description, you can earn a more diverse pool of talent, bringing in more perspectives and strengths that your business might not have had otherwise. You don’t want to close the door to talent before it even has a chance to step up.
Use Gender-Neutral Language
Gender-coded language is often slipped into job descriptions without realizing it. This means that words that are directly associated with a specific gender are used instead of gender-neutral terms. If a job description leans too heavily towards men, you might be excluding women right from the start, and vice versa. It is essential to re-read the description to ensure that any potentially gender-specific terms are omitted or replaced with gender-neutral alternatives.
Avoid General Biased Language
Cultural, age, and racial bias are still rampant in job descriptions, leaving many to not apply solely because they do not feel comfortable or welcome in that role. Using terms like “digital natives” or outlining a “no hat or head coverings rule under any circumstances” can be an immediate turn-off for some.
You might be excluding many well-qualified candidates without realizing it. It is best to keep your job descriptions detailing specific job responsibilities and requirements, such as necessary skills, rather than including vague terms and ideals.
Utilize Inclusive Language
Many of the phrases we are used to having in our job descriptions could be considered non-inclusive. For example, “Must be able to lift 50 pounds.” Instead, you could say, “Moves equipment weighing up to 50 pounds.” Words such as “talk,” “walk,” or “stand” could be replaced with “communicates,” “moves,” and “positions,” automatically opening up the role to many people who might have been “disqualified” otherwise.
These may seem like small changes, but they are immensely important for disabled individuals seeking to enter the workforce. These changes make the job description more accessible to those with disabilities.
Avoid Too Much Industry Jargon
Jargon is appropriate to use around those who have been in your company or the industry for many years, but it is unnecessary to use in your job descriptions. Jargon can make it difficult to understand and close off opportunities to those who seek to enter the industry. This is especially true for job descriptions for entry-level positions or non-technical roles. By choosing words and phrases that aren’t industry-specific, you are creating a much more inclusive job description.
Emphasize Your Company’s Dedication to Diversity and Inclusion
The best way to write an inclusive job description is to be extremely open and honest about your business’s dedication to diversity, equity, and inclusion. You have the opportunity to discuss how you actively create a welcoming and inclusive environment for your employees in the workplace. You can even include phrasing such as, “Please reach out if you need accommodations applying.” This in itself shows that your company is open to those who might need extra support and can help individuals feel more comfortable applying. Of course, while you can write this all day, it takes enacting these promises in the workplace to truly have an inclusive business.
An inclusive job description is the first step to an inclusive workplace. If you have further questions or want to learn more about how to make your business more inclusive, contact me.