Leaders looking to make diversity, equity and inclusion cornerstones of their organizations can put their best foot forward by starting right at the beginning of the employee journey: recruiting and hiring.  To diversify the talent pipeline, companies must be proactive about each step of the hiring process—from sourcing recruits among new talent pools to ensuring a bias-free interview process.  Another key step is to write inclusive job descriptions.

The job description is one of the first ways a potential candidate gets to know the company.  Beyond simply stating the requirements of the job, it can convey the company’s culture, its core values and the opportunities it could offer for its employees.  However, the description could also inadvertently turn away diverse candidates if it’s not written intentionally to be inclusive.

Inclusive job descriptions should be crafted in a way to show job candidates that the company understands the value of diversity.  With the right language, tone and structure, they can leave a lasting impression on candidates— one that may drive a more diverse pool of applicants to the organization and ultimately make the workforce a more vibrant and inclusive place.

Here are a few tips for how to write inclusive job descriptions:

1. Remove exclusionary statements

A job description that calls for only “native English speakers” may not only turn away candidates for whom English is a second language but also those for whom diversity and inclusion at a future employer is a dealbreaker.  Any language that prioritizes certain ethnicities, races, genders or ages should be completely stripped from job descriptions.

2. Use inclusive language

Instead, rely on language that is culturally competent.  For instance, use Latinx instead of Latino or Latina, and rely on gender-neutral pronouns like “they” instead of “he” or “she.”

3. Address hidden biases

While removing overtly exclusionary or discriminatory language is key to building inclusive job descriptions, it’s also important to root out any hidden biases.  For example, gendered words can be a giveaway to job applicants that the organization isn’t as progressive as it claims.  Describing the ideal candidate as “strong,” “a go-getter” or “aggressive” may automatically deter female candidates from applying, as such words are stereotypically associated with men.  Instead, be straightforward about the job title and requirements and leave out the creative adjectives that could be bringing unconscious bias into your job descriptions.

4. Reevaluate requirements

Take a hard look at the criteria you’re asking for in your job descriptions.  While a college degree is standard for many positions, more employers today are recognizing that some job applicants have equivalent life and work experience that will still make them just as qualified for the job.  Instead of focusing on degrees or certain years of experience, be realistic about the actual skill set needed to get the job done.

To be truly committed to diversity, equity and inclusion, a company must ensure the very first entry point to the organization — the job description — embodies that spirit.  By revamping language to be intentionally inclusive and reconsidering what it really takes to find success at the company, HR professionals and business leaders can build inclusive job descriptions that not only sell the organization to potential candidates — but also win them today’s top talent.

Need help writing job descriptions that meet the needs of your organization’s DE&I initiative?  Consider working with a qualified staffing agency like Elite Personnel.  Our experts will work with you to craft inclusive job descriptions that help you reach a vibrant, diverse pool of candidates.