Best Practices for Writing Inclusive Job Descriptions to Attract Diverse Talent

An AI-powered writing assistant that analyzes job descriptions in real-time to flag gender-coded language and potential bias. It provides suggestions to make postings more appealing to underrepresented groups and improves overall clarity and engagement.

Offered by Stanford University, this resource provides templates for job descriptions that actively avoid common stereotypes related to gender, age, and race. It guides users in using neutral language that focuses on skills rather than assumptions about candidate backgrounds.

This organization provides detailed best practices for rewriting job descriptions to be inclusive, focusing on removing unnecessary degree requirements and focusing on measurable outcomes. Their guidelines help companies attract neurodiverse and non-traditional candidates.

LinkedIn offers a suite of resources including sample job description frameworks that emphasize inclusivity and equitable hiring practices. The toolkit provides concrete examples of how to structure roles to attract a wider, more diverse applicant base.

HBR publishes research-backed articles and practical guides on eliminating gender bias in job postings through specific wording choices. These resources emphasize the impact of inclusive language on applicant diversity and organizational culture.

A non-profit organization dedicated to helping companies write inclusive job ads by removing exclusionary jargon and demanding language. They offer workshops and specific checklists to ensure job descriptions appeal to all potential employees regardless of background.

While primarily known for ATS optimization, Jobscan provides insights into how job descriptions might be perceived by diverse candidates. Their tools help identify biased phrasing and suggest more inclusive alternatives to enhance candidate attraction.

Created by Sheryl Sandberg and Adam Grant, this checklist includes questions for hiring managers to ask when writing job descriptions, such as whether the skills listed are truly necessary. It encourages a focus on potential and core competencies over rigid requirements.

Glassdoor provides extensive guides on employer branding and inclusive hiring, including specific advice on writing job descriptions that reflect company values. These resources help employers communicate their commitment to diversity directly in the posting.

This tech company offers a detailed, public-facing guide on how to write inclusive job descriptions by focusing on outcomes rather than outputs. It includes specific examples of changing language from 'aggressive' to 'collaborative' to broaden appeal.

Built In provides practical tips for tech and non-tech companies on how to write job descriptions that attract women and minorities. The guide covers everything from using gender-neutral pronouns to highlighting flexible work arrangements.

While primarily regulatory, the EEOC provides resources on how job advertisements can inadvertently discriminate based on age, race, or gender. Understanding these guidelines is crucial for ensuring job descriptions are legally compliant and inclusive.

Workhuman offers insights into how inclusive job descriptions contribute to employee engagement and retention. Their resources highlight the importance of clear, simple language that avoids exclusionary industry jargon.

The Muse provides expert advice on crafting job descriptions that feel welcoming to all candidates. Their guides focus on tone, clarity, and the strategic inclusion of diversity statements to signal an inclusive company culture.

The Society for Human Resource Management (SHRM) offers comprehensive toolkits that include templates and checklists for inclusive job postings. These resources are designed to help HR professionals standardize inclusive language across the organization.

Focused on Black and Latinx technologists, Code2040 provides specific advice on how to write job descriptions that resonate with underrepresented minorities in tech. Their guide emphasizes the importance of value-based messaging over just skill listing.

Disability:IN offers a specialized checklist for writing inclusive job descriptions that are accessible to candidates with disabilities. It covers aspects like physical requirements, remote work options, and accommodation disclosures.

Glassroom provides specific examples of biased versus inclusive language for job descriptions, helping hiring managers understand the subtle cues that can deter diverse applicants. Their resources are practical and easy to implement immediately.

This article discusses how framing job requirements around growth and learning rather than just existing expertise can attract a more diverse set of candidates, particularly women who may be discouraged by strict requirement lists.

O*NET provides data-driven insights into job tasks and requirements, which can help employers distinguish between essential functions and nice-to-haves. This helps in writing leaner, more inclusive job descriptions that do not unnecessarily exclude candidates.