6 better ways to write inclusive job descriptions

1. Avoid coded language

Words carry associations that most people never consciously notice — but candidates do. Inclusive job descriptions audit for three main types of coded language.

Gender-coded language

Research consistently shows that certain words and phrases carry gendered connotations shaped by culture and social conditioning. Studies on job description language find that masculine-coded terms like "competitive," "dominant," and "aggressive" tend to discourage women from applying — even when they're fully qualified for the role. Meanwhile, women apply to jobs only when they meet 100% of the listed qualifications, compared to 60% for men. Biased language makes that gap worse.

Here are some examples of gender-coded language to avoid in inclusive job descriptions:

Age-coded language

Job descriptions often imply a preferred age without stating it directly. Requiring a specific number of "years of experience" is one of the clearest examples — and one of the least defensible. Can you really quantify capability by years? Eliminate phrases like "recent graduate," "digital native," and "senior" or "junior" in titles unless those designations are meaningful to the role itself. Use concrete descriptions of what the job actually requires instead.

Ableist language

Physical requirements show up in a surprising number of job descriptions where they serve no real function. "Must be able to lift 10kg" is a common example for office-based roles. If a physical requirement is genuinely necessary, keep it. If not, remove it, or include alternatives. The goal is to describe what the role requires. Nothing more.

2. Know the difference between must-haves and nice-to-haves

Inclusive job descriptions are specific about what's actually essential. Ask this about every single requirement: what specific output does this enable? If you can't answer clearly, it may not belong in the must-have column.

Separate your requirements into two lists: skills the person cannot do the job without, and skills that would be a bonus. Challenge every must-have. Is "native English speaker" actually necessary, or is a specific level of fluency what you need? Specifying fluency level is more precise and avoids colonialist assumptions — many Singaporeans, Filipinos, and Nigerians are native English speakers, yet hiring teams frequently screen them out. Is a four-year degree required, or is demonstrated ability what you're actually evaluating?

The shorter and more honest your must-have list, the broader and more qualified your applicant pool.

3. Keep it concrete

Vague language in job descriptions fail to attract candidates and actively deters some of them. Phrases like "strong communication skills," "dynamic work environment," or "ability to go with the flow" are ambiguous enough to be meaningless, and for neurodiverse candidates in particular, that ambiguity can be a reason not to apply.

A practical tool: write a day-in-the-life description. What does this person actually do on a Tuesday? What are the KPIs? What decisions do they own? Focus on outputs and functions rather than personality traits or vague competencies. Concrete descriptions give candidates a real basis for self-selecting in — or out — which saves everyone time.

Download the guide: Inclusive Job Descriptions: DEIB Best Practices

4. Don't copy and paste

Starting from a template — or lifting a description from another company's posting — means inheriting their biases too. Every job description should be written from scratch, with input from people who know the role well: the person who held it previously, their manager, and ideally members of the team they'll be working with.

Your outgoing employee is one of the most underused resources in this process. They know what the role actually requires versus what was originally posted, and can flag requirements that turned out to be irrelevant — or gaps the original description missed entirely.

5. Have a goal in mind

Before writing an inclusive job description, get clear on who you want to attract — and write with that audience in mind. If your team wants to hire more women, more LGBTQIA+ professionals, more neurodiverse talent, or candidates from underrepresented racial and ethnic backgrounds, that goal should shape every word choice.One approach that works well: have people from your target candidate group review the description before it goes live. Better yet, involve them in writing it. The vocabulary, framing, and tone will more naturally reflect what those candidates are looking for. Be transparent with your talent acquisition team about the goal. Review the finished description through the lens of someone in that group — would this feel like an invitation?

6. Show your company's culture and values

88% of workers say company culture is an important factor in deciding where to work, and candidates want to know that information before they apply — not after they've started the interview process. Candidates want to know: is this a place I can do my best work? Will I be able to bring my whole self here?

State clearly what your company values and what kind of environment you're building. Go beyond the standard boilerplate. An equal opportunity employer disclaimer buried in small font at the bottom of a job description reads as regulatory compliance, not genuine commitment.

Show rather than tell where possible. Videos and employee stories that reflect real workplace culture make a strong impression — particularly when candidates see people who look like them. Just be careful not to tokenize employees of color or any underrepresented group. Whatever you feature should reflect reality, not aspirations.

Writing inclusive job descriptions for a diverse workplace

Inclusive job descriptions are one of the highest-leverage steps in building a diverse team. The language changes required are often small, but the candidate pool they open up is not.

Start by challenging every existing norm: is a college degree actually necessary? Why four years of experience? Who is realistically lifting 10kg in an office environment? Reducing biased language and being explicit about your culture are often simple fixes with measurable results.

Frequently asked questions about inclusive job descriptions

What are inclusive job descriptions?

Inclusive job descriptions are job postings written to attract candidates from a wide range of backgrounds by removing language that carries unintentional bias — gender-coded, age-coded, or ableist — and clearly communicating the company's culture and values.

Why do inclusive job descriptions matter?

Biased language in job postings reduces the diversity of your applicant pool before any resume is reviewed. Research shows women tend to apply only when they meet 100% of listed qualifications, while men apply at 60%. The right language changes who self-selects in.

What is an example of biased language in a job description?

Common examples include gendered terms like "rockstar" or "ninja," age-implying phrases like "recent graduate" or "years of experience," physical requirements that aren't actually necessary for the role, and vague cultural shorthand like "culture fit."

How do I know if my job description has biased language?

Read it from the perspective of a candidate who is different from your current team. Better yet, ask someone outside your organization to review it. Tools like Ongig's Text Analyzer can also flag unconscious bias in job descriptions automatically.

What should I include to signal an inclusive workplace?

Be specific: mention flexible work options, parental leave, ERGs, mentorship programs, and any concrete commitments to equitable hiring. Avoid generic statements. Candidates can tell the difference between a company that has thought carefully about inclusion and one that's added a disclaimer.

Ready to build a hiring process that attracts the talent you're looking for? PowerToFly helps companies reach, engage, and hire diverse professionals across tech, business, finance, and more. Get in touch to see how we can support your recruiting goals.