Creating inclusive job descriptions using prompts

Creating inclusive job descriptions is essential for attracting diverse talent and promoting an equitable work environment. When writing these descriptions, it’s important to ensure that the language used is welcoming and accessible to individuals from all backgrounds. To help achieve this, you can use specific prompts to guide the creation of job descriptions that are inclusive and free from bias.

Here’s a guide on how to structure your inclusive job descriptions using prompts:

1. Job Title

• Prompt: Does the job title reflect the role without unnecessary gendered or biased language?

• Inclusive Consideration: Avoid titles that may suggest a preference for a certain gender or background (e.g., “Salesman” or “Chairman”). Use gender-neutral alternatives like “Sales Associate” or “Chairperson.”

2. Job Summary

• Prompt: Is the summary welcoming to all potential applicants, and does it focus on the key responsibilities rather than personal traits?

• Inclusive Consideration: Ensure that the job summary emphasizes the role’s key responsibilities and outcomes. Avoid traits like “ideal candidate” or “must be energetic,” as they may unintentionally favor certain personality types.

Example:

• “We are looking for a detail-oriented individual to join our team. This role requires collaboration with cross-functional teams and a proactive approach to problem-solving.”

3. Key Responsibilities

• Prompt: Are the responsibilities clearly outlined without implying that only certain groups of people would be capable of fulfilling them?

• Inclusive Consideration: List the essential responsibilities without requiring specific personal characteristics or qualifications that may limit the applicant pool. For example, phrases like “must be an extrovert” or “must thrive in a fast-paced environment” may inadvertently exclude candidates who might be introverted or who require accommodations.

Example:

• “Manage and track project timelines and deliverables.”

• “Collaborate with team members from diverse departments to ensure project success.”

4. Qualifications and Skills

• Prompt: Are the qualifications and skills listed truly essential for the role, and have you avoided using unnecessary jargon or overly restrictive requirements?

• Inclusive Consideration: Focus on the essential qualifications needed for the role. Be mindful of qualifications like years of experience, educational requirements, or specific technical skills that may discourage qualified candidates who have non-traditional backgrounds or experience. For instance, instead of requiring a specific degree, consider more flexible language such as “equivalent experience.”

Example:

• “Experience with project management tools such as Asana or Trello” rather than “Must have 5 years of experience in project management.”

5. Inclusive Language

• Prompt: Does the job description use inclusive language that does not alienate any group or individual?

• Inclusive Consideration: Review the language used throughout the description to ensure it is free from stereotypes or assumptions. Avoid terms that may inadvertently suggest a preference for a specific gender, race, or socioeconomic background. For example, instead of “He/she must,” use “The candidate must.”

Example:

• “We encourage applications from individuals of all backgrounds, including those from traditionally underrepresented groups in our industry.”

6. Company Culture

• Prompt: Does the description accurately reflect a culture that values diversity, equity, and inclusion?

• Inclusive Consideration: Highlight the company’s commitment to diversity and inclusion in the workplace. This reassures potential applicants that your company is a welcoming environment for everyone.

Example:

• “We are committed to building a diverse and inclusive team, and we believe that our differences make us stronger.”

7. Accommodations and Equal Opportunity

• Prompt: Is it clear that your company supports candidates who may need accommodations during the hiring process?

• Inclusive Consideration: Include a statement about accommodations and ensure that it’s clear that your company is an equal opportunity employer.

Example:

• “We are an equal opportunity employer and are committed to creating a diverse environment. We encourage individuals from all backgrounds to apply. If you require accommodations during the hiring process, please let us know.”

8. Pay Transparency

• Prompt: Is there a clear indication of pay transparency or an equitable approach to compensation?

• Inclusive Consideration: If possible, provide salary ranges or a note about pay transparency. This helps avoid pay disparities that might otherwise discourage certain groups of people from applying.

Example:

• “The compensation for this role is competitive and commensurate with experience. We are committed to fair pay practices for all employees.”

9. Diversity and Inclusion Statements

• Prompt: Does your job description communicate the company’s commitment to diversity and inclusion in a way that feels genuine?

• Inclusive Consideration: The diversity statement should be authentic and focus on action. Avoid using “token” statements that are only added for appearance’s sake.

Example:

• “At [Company Name], we actively seek out diverse voices and perspectives to create an inclusive, equitable, and supportive work environment.”

Conclusion

Creating inclusive job descriptions is not just about using the right language but about fostering an environment where all individuals feel welcome to apply. By using prompts like the ones above, you can create descriptions that focus on the skills and abilities needed for the role, rather than on personal traits or assumptions that may unintentionally exclude candidates. This process can help you attract a more diverse range of applicants and ensure that your workplace is truly inclusive.