You've crafted the perfect job description. Role requirements? Nailed them. Company perks? All there. But somehow, your dream candidates aren't hitting that apply button.
Here's the thing: Your job descriptions are doing way more than listing responsibilities. They're your first chance to show potential candidates that your workplace isn't just welcoming on paper, it's truly inclusive at its core.
And the words you choose matter.
What is inclusive language?
Inclusive language means writing in a way that makes everyone feel like they belong – no exceptions, no asterisks.
Our latest research shows that more than 1 in 3 hiring managers still struggle to attract candidates from diverse backgrounds. But the payoff for getting it right? Totally worth it.
Here are some of the benefits of workplace inclusion:
- When your words say "you belong here," your culture follows suit. Companies with high inclusivity see better employee engagement and higher retention rates.
- Different perspectives = better ideas. When you bring together folks from all walks of life, you get teams that think outside the box and innovate like crazy.
- Your team should look like your customers (and vice versa). A diverse workforce helps you connect with more customers and expand into new markets.
Ready to expand your talent pools? Let's look at how to write job descriptions that speak to candidates from all backgrounds.
Simple rules for writing an inclusive job description
When turnover is high and you need seats filled yesterday, it's tempting to dust off those old job listings and hit "post." But recycling outdated job descriptions isn't just bad for your employer brand, it could also be sending the wrong message to qualified candidates.
Job seekers can spot cookie-cutter postings from a mile away. They're looking for signs that you're truly an inclusive workplace, not just another company checking boxes.
Whether you're a seasoned recruiter or new to the talent acquisition game, these guidelines will help you create job posts that welcome candidates from every walk of life.
Don’t make assumptions regarding parental status
Let's talk about parental language. Sure, terms like "baby brain" might seem harmless, but they can actually reinforce stereotypes about parents (especially moms) being less capable at work. And when you're writing about parental leave, keep the focus on the policy – not on assumptions about who's taking it or for how long.
Remember, families come in all shapes and sizes. Single parents, same-sex couples, adoptive families, guardians – your job descriptions should make everyone feel welcome, regardless of family structure.
Avoid:
“Mother / father”
“Mothering / fathering”
“Son / daughter”
Instead:
“Parents / guardians”
“Parenting”
“Children”
Make space for disability
Disabilities aren't always something you can see. When you're laying out job requirements, watch your language around disability. The goal is to focus on what people CAN do, not what they can't.
Frame your must-haves in terms of outcomes ("deliver high-quality code on deadline") rather than methods ("must type 100+ lines of code per hour"). This shows you care more about results than how someone gets there.
Avoid:
“The disabled / handicapped”
“Able bodied / normal”
“The blind”
Instead:
“People with disabilities”
“People without disabilities”
“People who are blind”
Avoid gender & orientation bias
Everyone should feel seen and respected at work, whether they're women, LGBTQ+, or anyone else on the gender spectrum.
Fun fact: More companies are encouraging employees to share their pronouns in email signatures. It might seem like a small thing, but it sends a powerful message that you're creating a workplace where everyone can be themselves.
Here's a quick guide to more inclusive language:
Avoid:
“Ladies and gentlemen”
“Husband / wife”
“Sexual preference”
“Transvestite”
“Sex change”
“Homosexual”
Instead:
“Everyone”
“Partners / spouses”
“Sexual orientation / sexuality”
“Trans person / transgender”
“Transitioning”
“Gay / lesbian / bisexual”
Pro tip: Skip these gender-coded words that might be secretly sabotaging your job posts:
- Active
- Aggressive
- Challenging
- Dominant
- Fearless
- Headstrong
- Compassionate
- Considerate
- Interpersonal
- Polite
Need a quick bias check? Paste your job post into this free gender decoder or scan this list of gender-coded words. For even more help catching subtle bias, tools like Textio can be a big help.
Eliminate ethnic and racial bias
When it comes to race and ethnicity, words matter – a lot. A good rule of thumb? Use descriptive adjectives instead of labels. This small shift in language can make a huge difference in how welcoming your job descriptions feel.
Here's how to make that shift in your writing:
Avoid:
“Minorities”
“Colored people”
“Foreigners / immigrants”
Instead:
“Underrepresented groups”
“Other racial groups / people of color”
“People from overseas / other countries”
Build a neuroinclusive workplace
Everyone's brain is wired a little differently, and that's not just okay – it's awesome! These natural differences in how we process information and interact with the world make our workplaces richer and more innovative.
Want to create a neuroinclusive space that works for everyone? Start with your language. Be specific when talking about different neurotypes (no vague labels!), and make it crystal clear that your company values mental wellbeing – including those all-important mental health days.
Avoid:
“Normal / abnormal”
“Symptoms”
“Superpowers / disabilities”
“Differently abled”
“People with Autism”
“Insane / crazy”
Instead:
“Neurotypical / neurodivergent”
“Traits / characteristics”
“Strengths and weaknesses”
“Disabled”
“Autistic”
“Wild / exciting”
Steer clear of jargon
Most of us don't set out to offend anyone. But bias has a sneaky way of creeping into our language, often without us even realizing it (that's why they call it unconscious bias, after all).
When you're writing that job post, keep it clear. Skip the unnecessary jargon and watch out for any words that might make someone feel like they don't belong.
Here are some simple language rules to consider:
- Avoid unnecessary acronyms that might confuse applicants
- Watch out for everyday phrases that can actually hurt (like using "ADHD" as shorthand for distracted)
- Consider avoiding terms like "spirit animal" that borrow from other cultures
- Choose modern, respectful terminology instead of medical-sounding terms (for example, LGBTQ+ vs. homosexual)
Not sure if a word or phrase makes the cut? The Conscious Style Guide is packed with helpful guidance.
Example: Costco’s data architect job description
Let's talk tech jobs for a sec. These roles have a rough track record when it comes to gender bias. But here's a refreshing example from Costco that shows how to do it right.
Check out how this job description skillfully avoids gendered language by focusing on "this role" and using "you" instead of "he/she". It's a subtle shift that makes a big difference in making the posting welcoming to candidates of all genders:
Data Architects define standards and design the flow of data throughout both the enterprise and the external ecosystem (customers, channels, etc.). They work closely with users, systems designers, and developers on a delivery team. They have an end-to-end vision, to see how a logical design will translate into one or more databases, and recognize how data will flow through the successive stages involved…
In this role you are required to lead development and maintenance of data architecture and work with a team of Data Architects to improve the maturity of curated data, data pipelines, data quality, and data governance to support data democratization. A Data Architect is a knowledgeable leader with an ability to lead and is passionate about coaching and using data to solve business problems. The right individual will have a vision for the overall data landscape with the ability to develop technically viable global data architecture.
Spotlight inclusive benefits and accommodations
Want to really show candidates you mean business when it comes to inclusion? Skip the fancy mission statements and get real about your benefits package.
When you offer benefits that matter to different groups of candidates, you're sending a clear message that your commitment to inclusion isn't just talk.
Example: Lush’s perks-driven inclusive job description
This inclusive job listing from cosmetics retailer Lush nails it. Instead of just throwing in the usual benefits, they showcase perks that diverse candidates care about – like help with commuting costs and gender-affirming care coverage. When folks see benefits that speak directly to their needs, they're way more likely to picture themselves thriving there and hit that apply button.
Employee perks:
- Holiday allowance
- 50% discount on Lush products and spa treatments
- Discretionary and profit-based bonus
- Pension scheme
- Day off for weekday birthdays
- Cycle to work scheme
- Discounted rail and bus season tickets
- Employee assistance programme
- 6 months of full pay for parental leave (primary caregiver must qualify for SMP)*
- Financial childcare support on return to work*
- Flexible working
- Tailored gender affirming care*
*qualifying period/hours required
Include an Equal Employment Opportunity (EEO) statement
Think of your EEO statement as more than just a legal box to check – it's your chance to show potential hires that you're building something special. Something where everyone belongs.
Try weaving in phrases that show you're serious about creating a workplace where everyone can thrive:
- Inclusive environment
- Celebrate diversity
- Free of discrimination and harassment
- Assistance or accommodation due to a disability
- Promote and discharge based on merit
- Mutual respect
Beyond the standard equal opportunity statement, include information about reasonable accommodations and your company's inclusive initiatives. This shows you're committed to finding the right person, not just filling a seat.
Breezy makes it easy to stay compliant with EEOC and the OFCCP. Sign up for your free trial and get instant access to built-in data collection and compliance features.
Example: Patagonia’s EEO statement comes with accessibility support
Take a look at how Patagonia knocks it out of the park with their EEO statement. Not only do they cover the legal bases, but they also include a dedicated accessibility support section that shows they're serious about making their hiring process work for everyone:
We are looking for highly motivated, unconventional thinkers who love big challenges. If you are passionate about preserving wild places, value equity and belonging, and want to take action in the fight for social and environmental justice, you've come to the right place. Explore opportunities to join us, learn about our culture and values, submit an online application, or join our Talent Community.
We consider all qualified applicants for employment without discrimination on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, disability or any other factors prohibited by law.
If you apply online for a posted role, you will receive an email confirmation. For more ways to make an impact, don't forget to visit Patagonia Action Works.
Accessibility Support
Patagonia is committed to ensuring that our hiring process is accessible for talent with disabilities. If you require assistance and/or accommodation in the search and/or application process, please contact us at Accessibility@Patagonia.com with your full name, best way to reach you, and the accommodation needed to assist you with the application process.
Make your hiring process more inclusive
A truly inclusive company culture creates a work environment where everyone can thrive. And it starts with your recruitment process.
Breezy is the easy-to-use applicant tracking system that automatically shares your jobs across top diversity job boards and uses smart (but human-friendly!) automation to help you find, attract and hire qualified candidates from all backgrounds.
The best part? You can try Breezy free for 14 days and see how much easier inclusive hiring can be when you've got the right partner in your corner.
