Do Your Job! Unintended Impact of Words in Job Descriptions

While it might seem like an insignificant part of Human Resources, accurate job descriptions are essential to meet hiring objectives, improve employee productivity, and ensure long-term workforce sustainability. There are many excellent resources on how to write a job description. For example, Foundations Consulting wrote an article that includes suggested components to include, along with risks to avoid, when creating job descriptions.

Building upon that article as a foundation (ha, pun intended), I recommend that you ‘test’ your job descriptions to determine their level of inclusivity.

Inclusive job descriptions? Really? Hear me out.

Job descriptions are the basis of job postings. Employees can be consciously or unconsciously persuaded by the format of your job postings and descriptions. The wording chosen can have a direct impact in how they relate to, or even like, the job. Special consideration for inclusiveness needs to be made in writing job descriptions, especially for recruitment purposes.

To help you get started, Monster.com suggests the following for writing inclusive job descriptions:

• Remove Gender-Coded Words: Avoid the common mistake of using words which can suggest a male or female audience. For instance:
  • Female coded words include variations of agree, sensitive, feel, support, collaborate, honest, trust, commit, interpersonal, understand, compassion, nurture, and share.
    
    
  • Male coded words include variations of aggressive, confident, fearless, ambitious, decisive, head-strong, assertive, independent, outspoken, challenge and driven. 

• Eliminate Racial Bias: Racial bias can be implicit. To eliminate this in your job description writing, never mention race or national origin. And don’t use phrases such as, “Cultural Fit” instead, use “Value Alignment.”

• Consider Experience: With four generations in the workforce, it is vital that job descriptions remain age-bias-free. Avoid phrasing such as “Young and Energetic” and “Digital Native” and only state the minimum years of experience required (not the incumbent’s actual tenure).

• Keep in Mind Disabled Workers: Communicate that your organization welcomes and values all people by using phrasing such as “Ability to complete tasks with or without reasonable accommodations.”

Just remember, job descriptions can have an impact when they are well-written, complete and up to date. Using inclusive words when writing job descriptions will only enhance your ability to recruit and retain the best employees for your organization.

Happy writing!