Beyond the Requirements: Why Your Job Descriptions Need an Inclusion Audit

We spend thousands of dollars on recruitment marketing, headhunters and high-end ATS software. But there is one tiny often overlooked element that can sabotage your entire diversity, equity and inclusion strategy before it even starts: The Job Description.

Your JDs are the "front door" of your company. If that door is too heavy to push, hidden behind a digital wall, or labeled with "coded" signs, you are unintentionally filtering out the very talent you claim to be looking for.

Here is how to audit your job descriptions for inclusive language and accessibility to build a more robust, diverse pipeline.

1. De-Coding Your Vocabulary

Language is rarely neutral. Research, most notably the 2011 study by Gaucher, Friesen and Kay shows that job advertisements in male-dominated fields often use "masculine-themed" words that discourage women from applying.

• The Trap: Words like competitive, assertive, dominant, and ambitious.
• The Audit: Use a "Gender Decoder" tool or a manual check to swap these for neutral alternatives like collaborative, expert, resilient and determined.
• The Age Factor: Avoid phrases like "digital native" or "energetic" which can imply a bias against older workers. Instead, focus on the specific technical proficiency required.

2. Distinction Between "Required" and "Desired"

One of the biggest barriers to inclusion is the "Unicorn Requirement List". Studies consistently show that men tend to apply for jobs when they meet only 60% of the qualifications, while women and people from marginalized backgrounds often wait until they meet 100%.

• The Fix: Be ruthless with your "Must-Haves". If a Master’s degree isn't strictly necessary for the day-to-day work, move it to "Preferred".
• The Impact: By shortening the requirements list to only the absolute essentials, you invite a wider range of candidates who have the potential and the core skills to succeed.

3. Physicality and Ability-Neutral Language

Does your office assistant role really require the ability to "lift 50 lbs?" Or does it require the "ability to move office supplies?"

Unless the physical action is a core, non-negotiable function of the job using physical verbs can exclude candidates with chronic illnesses or physical disabilities.

• Instead of "Walk/Stand": Use "Stationary" or "Move throughout the office".
• Instead of "See/Hear": Use "Detect" or "Communicate/Exchange information".

4. Digital Accessibility: The Invisible Barrier

Accessibility isn't just about the words it’s about the delivery. If a screen reader cannot parse your job description, a candidate with a visual impairment will never even get to the "Apply" button.

• Avoid Text-in-Images: Never post a job description as a JPEG or PNG without a text-based alternative.
• Formatting Matters: Use clear H1 and H2 headers. Screen readers use these to navigate the page. Avoid excessive emojis or "cute" formatting that breaks the natural flow of a text reader.
• Simple Fonts: Use sans-serif fonts which are easier to read for individuals with dyslexia.

The ROI of Inclusive JDs

Auditing your job descriptions isn't just "the right thing to do" - it’s a business imperative. Inclusive JDs lead to:

1. A Larger Talent Pool: More people feel qualified and welcome to apply.
2. Higher Quality Hires: When you focus on skills rather than "vibe", you find people who actually do the work better.
3. Stronger Employer Brand: Candidates notice when a company puts effort into accessibility. It signals a culture of belonging.

Is your hiring process truly open to everyone?

Start by picking one template this week and running it through an inclusion audit. You might be surprised by who shows up when you finally change the sign on the door.