How to avoid gender bias in your job descriptions

In an increasingly globalised world, diversity, equity and inclusion (also known as DE&I) initiatives are a high priority for many organizations. Beyond the inherent importance of diversity, equity and inclusion, a focus on DE&I has objective benefits for the broader organisation too. There is evidence to show the value that comes with strong DE&I, as the creativity, fresh perspectives and greater understanding lead to stronger business performance and financial benefits.

Companies with high inclusivity are more likely to hit their financial goals and targets by up to 120%
Drive Research

DE&I initiatives can take on many different forms, whether it's awareness and education initiatives like celebrations of diverse holidays or training sessions, programs to help establish mentorship opportunities for underrepresented groups, or policies and procedures to aid DE&I in the hiring process by aiming to reduce or eliminate unconscious bias or gender bias.

DE&I initiatives for job descriptions

When it comes to DE&I in the hiring process, one of the first touch points is your job descriptions and job ads. Research has shown that the words and terminology used in job descriptions can have an impact on whether people of underrepresented groups will apply for a role. The most impacted groups here can be women affected by the use of gendered words or people of different age groups that are discouraged from applying due to age bias in the phrasing of job descriptions.

Inclusive and diverse job ads are crucial to creating a welcoming and fair hiring process for all candidates. The language used in a job ad can exclude or discourage potential candidates. Making it important to be aware of the words and phrases that may be gender-biased, age-biased, or otherwise exclusive. 

Creating inclusive and diverse job ads is crucial to attracting a wide range of qualified candidates, including those from disadvantaged groups. This can be done by carefully considering the language used in the job ad. Avoiding words that may discourage certain groups from applying.

Examples of gender bias and gendered language in job descriptions

 To create inclusive and diverse job ads, it's important to avoid gender-coded language. Such as words that are associated with traditionally masculine or feminine traits. Job ads can still indicate gender preference through subtle cues associated with stereotypes, even without using gender-specific pronouns. In turn, this can significantly impact the diversity of applicants.

What are masculine words?

So what are the types of masculine coded words that could introduce gender bias in the hiring process? These words or phrases are often based on stereotypes.

• Masculine-coded language, can be words such as competitive, aggressive, driven, fearless, decisive, dominate or champion.
• Examples of feminine words are words like collaborative, patient, dependable, honest, loyal, or enthusiastic

When these types of words are present in a job description it can have a material impact on the likelihood that men, women or non-binary individuals will apply for a role by sending subtle cues that other genders may not belong or feel welcome in that workplace. When we use inclusive language, we ensure that everyone feels welcome to apply for our role and it serves an important role in helping to provide a diverse candidate pool to find the best person possible to join your team. If you are not interviewing a diverse candidate pool, you are less likely to hire diverse candidates.

The importance of neutral language

When we aim to reduce gendered language, we instead focus on using words that are called 'neutral language'. Neatural language emphasises the required skills and abilities for the job, rather than gender stereotypes. For example, instead of using words like "competitive" or "assertive," that may deter women or non-binary people from applying. Use words like "focussed" or "confident,". These words are neutral and still convey the necessary skills, without implying a gender. 

It's not just gender bias in job ads that's a concern nowadays, but also age and race bias. In fact, age and race discrimination are some of the most significant forms of bias that exist in the hiring process.

Age bias in job descriptions

Job ads often show age bias, especially for roles associated with younger workers like entry-level or digital jobs. Age bias can manifest through phrases like "digital native" or "young and dynamic". Which are then used to describe the  ideal candidate.

These phrases can exclude older workers who may be equally qualified but don't fit into these categories. Using age-neutral language can help ensure that older candidates don't feel excluded from the application process.

Inclusive job ads should be designed to attract a diverse range of candidates, regardless of age. Highlighting the company's commitment to promoting an age-inclusive workplace, offering flexible working arrangements. Also Providing opportunities for professional development and training can encourage candidates of all ages to apply.

Racial bias in job ads

Race bias is another form of discrimination that can exist in job ads. Race bias can be shown through language that favours candidates of a specific race or cultural background. Phrases like "culture fit" or "familiar with Asian market " may suggest a preference for candidates of a specific race or culture.

Using race-neutral language in job ads can help ensure that all candidates feel welcome and included in the application process. To attract candidates from diverse racial and cultural backgrounds, companies can highlight their commitment to diversity and inclusion. By providing specific examples of how they promote an inclusive workplace. This can help create a more welcoming and appealing environment for a broader range of job seekers.

How to write an inclusive job description

Creating an inclusive job description is an important first step in attracting diverse candidates. Here are our five best tips to ensure your job postings welcome a wide range of applicants.

1. Use Gender-Neutral Language - Avoid using gender-coded language that may deter candidates. Words like "aggressive" or "dominant" can discourage female applicants, while "nurturing" or "cooperative" might deter male applicants. Instead, opt for neutral words like "goal-oriented" or "collaborative".
2. Avoid Age Discrimination  - Phrases like "young and dynamic" or "digital native" can alienate older applicants. Stick to skill-based requirements and refrain from using language that may be perceived as age-biased.
3. Promote Your Company's D&I Initiatives - Highlight your company's commitment to diversity and inclusion. Include examples of how your organization supports an inclusive workplace, such as Employee Resource Groups, continuous learning opportunities, and flexible work options.
4. Stay Clear of 'Culture Fit' - This phrase can be interpreted as code for hiring people who are all alike or who won't challenge the status quo. Instead, use 'values fit' to show you're seeking individuals who share your company's values, but bring a variety of perspectives.
5. Use an insights tool - There are a number of tools available to help you proofread your job descriptions and check for gender-coded language, in addition to other key elements like positive culture language or highlighting your company's benefits. In fact, you can try Outhire's insights engine for free today here.

Writing inclusive job descriptions is a continuous learning process. Regularly re-evaluating your job descriptions can help you catch and correct any unconscious bias. After all, diverse teams lead to diverse ideas, which drive innovation and business growth.

Inclusive and diverse job ads

Inclusive and diverse job ads are essential to attracting a broad pool of candidates from different backgrounds and demographics. Inclusive language and a strong commitment to diversity in job ads create a respectful workplace culture for people from diverse backgrounds. This can help attract a wider pool of candidates and foster a more inclusive and welcoming work environment.

Job ads should avoid language that suggests a preference for a particular gender, age, race, or cultural background. Instead, they should use neutral language that focuses on the essential skills required for the role.

Inclusive job ads should emphasise the company's commitment to diversity and inclusion. This can be done by providing examples of how the company promotes an inclusive workplace. These examples can include employee resource groups, training and development programs, and flexible working arrangements.

Tools like Outhire's AI-engine are useful for identifying gender-biased language and other biases in job advertisements. It can help improve the inclusivity and fairness of job postings. Making it easier for companies to create more inclusive and diverse job postings. Creating inclusive and diverse job ads can help companies attract a wider range of candidates and foster a more inclusive workplace.

Not sure how your job descriptions stack up? Try our insights engine for free today.