The Ultimate Checklist for Creating Inclusive Job Descriptions

Why Inclusive Job Descriptions Matter

Have you ever thought about how a single word can make or break someone’s decision to apply for a job? It’s true. Job descriptions are often the first impression candidates get of your company. And if those descriptions aren’t inclusive, qualified individuals might skip your posting entirely. Creating inclusive job descriptions isn't just a matter of being politically correct—it's about opening doors. Inclusion drives innovation, and innovation thrives when people from varied backgrounds feel welcomed from the very first line of a job ad.

Imagine this: a promising candidate reads your listing and sees terms like “ninja” or “rock star.” It may seem hip, but it may also seem exclusionary or unprofessional. These choices of words, though common in startup culture, may alienate potential applicants who don’t identify with them. Creating inclusive job descriptions is about widening your talent funnel, not narrowing it by accident. The aim isn’t perfection but awareness. So let’s dive in and see how to get it right.

Core Elements of an Inclusive Job Description

1. Use Gender-Neutral Language

Words carry weight. Using gender-coded terms can discourage people from applying. Research shows that words like “aggressive” and “dominant” tend to attract more male candidates, while “empathetic” and “supportive” skew female. Tools like the Gender Decoder can help identify gendered language in your job listings. Switch terms like “salesman” to “salesperson,” and default to “they” instead of “he” or “she.” One simple change can open your listing to a wider pool of applicants.

2. Focus on Skills, Not Credentials

Is a four-year degree really essential for success in that role? Not always. Numerous people without formal degrees have built incredible careers through practical experience. When you overemphasize credentials, you might unintentionally discourage capable individuals, especially women and minorities who historically have had less access to higher education. Instead, highlight the skills and responsibilities essential to thriving in the role. Focus on what success looks like, not how someone should arrive there.

3. Limit Jargon and Insider Terms

Every industry has its list of buzzwords and acronyms. But when your job description reads like alphabet soup—CRM, KPI, LTV, SaaS—it becomes inaccessible to those unfamiliar with the lingo. This doesn’t mean dumbing-down your language, but rather making it understandable to broader audiences. Keep the tone professional and conversational, and define necessary buzzwords. A clearer description ensures everyone, not just industry insiders, can engage meaningfully with the opportunity.

4. Highlight Inclusive Benefits

Does your company offer paid family leave? Remote work options? Mental health resources? These perks aren’t just bonuses—they are often deal-breakers for potential applicants. Make sure your job descriptions reflect your company’s commitment to all types of wellness and inclusion. Highlighting benefits like flexible schedules, parental leave for all genders, or DEI initiatives sends a strong message: everyone is welcome here. It tells readers that their humanity—not just their productivity—will be respected.

The Ultimate Checklist for Inclusive Job Descriptions

Ready to review your job posting through a more inclusive lens? Use this checklist before hitting publish:

• ✅ Use gender-neutral job titles and pronouns

• ✅ Avoid corporate jargon and peer-pressure words (e.g., “work hard, play hard”)

• ✅ Focus on essential skills, not “nice-to-haves”

• ✅ Limit the number of bullet points to avoid overwhelming readers

• ✅ Include a diversity statement welcoming applicants from all backgrounds

• ✅ Highlight inclusive benefits such as flexible work, wellness offerings, and family support

• ✅ Run your job description through bias detection tools

• ✅ Invite varied candidates to apply even if they don’t meet every requirement

This list isn’t exhaustive, but it's a solid place to begin. Think of it as a best-practices framework—you can tailor it to your company's needs while keeping inclusivity at the forefront.

Small Changes, Big Impact

You might assume that job descriptions are just HR formalities—but they’re actually storytelling tools. They tell future employees who you are and what you value. Even subtle shifts, like changing “must be an excellent English speaker” to “excellent communication skills,” can make your posting more globally inclusive. Building empathy into your hiring narratives ensures that talent isn’t filtered out before it even applies.

The Role of Visuals and Format

The way your description looks also plays a role. Break long paragraphs into scannable sections with headers and bullet points. Ensure readability with at least 12-point font and accessible color contrast if it's being posted online. Use clean, clutter-free designs. These tweaks may seem cosmetic, but they contribute to an environment where applicants feel considered and respected. Inclusivity lives in the details.

Tell Your Company’s Story

Applicants buy into people and missions just as much as tasks and salaries. Don’t shy away from highlighting how your company supports diversity, equity, and inclusion. Share a quick anecdote—perhaps a Day in the Life interview or employee spotlight. Show that your culture is not just inclusive by intent but inclusive in action. Transparency boosts both authenticity and attraction. If inclusion matters to your company, prove it in your postings.

Frequently Asked Questions (FAQs)

1. What are some common mistakes in job descriptions that hurt inclusivity?

Common mistakes include gendered language, overemphasis on formal education, excessive jargon, and lack of clarity about inclusive benefits. These elements can unintentionally alienate qualified applicants who might otherwise be a great fit.

2. How do I check if my job description is inclusive?

Use tools like Textio or the Gender Decoder to pinpoint bias. Also, ask diverse peers to review your job posting for feedback. Compare your description against an inclusivity checklist to ensure you're covering essential areas.

3. Does using inclusive language reduce the quality of applicants?

On the contrary. Inclusive language broadens your applicant pool and attracts more diverse, qualified candidates. You'll likely discover talent that might have been historically overlooked based on outdated or biased job criteria.

Crafting inclusive job descriptions isn’t rocket science—it’s mindfulness. With intention and small changes, your job postings can become magnets for talent you didn’t even know you were missing. Why settle for the usual applicant pool when you could uncover game-changers from all walks of life? Take the leap—diversify your language, widen your reach, and build the future of work today.