How To Avoid Bias In Job Descriptions

There is overwhelming evidence that companies with diverse workforces perform better on every possible metric, with diversity positively impacting every level of a business, from front-line staff to the board of directors. 

Bringing in as many perspectives, working styles, and experience as possible to a workplace leads to integration, success, and growth to those businesses who dedicate effort into attracting a diverse talent pool. 

The first step towards building a balanced workforce is ensuring that job advertisements are free from unconscious bias. By doing so, employers position themselves as forward-thinking and inclusive, while also attracting a wider range of qualified candidates.

Unconscious bias in job descriptions can unintentionally discourage talented individuals from applying, even when they are ideally suited for the role. Biases often manifest in both the language and structure of job advertisements, but with thoughtful revisions, these barriers can be removed.

Follow these guidelines to create job descriptions that appeal to a diverse talent pool.

What is unconscious bias?

​Though the majority of us strive to encourage inclusiveness and diversity, unconscious bias incorporates the assumptions we make about groups based on gender, ethnicity, age, and class due to the structures we live in. When writing job descriptions, this will most often come through in gendered or other biased language.  

Unconscious bias can discourage qualified candidates who feel like a job description is looking for a specific type of person, and are unintentionally excluded. 

​Are your job titles inclusive?

​Unconscious bias affects many aspects of language, through to job titles themselves. Many job titles are gendered, and successful efforts have been made to reframe traditional roles such as chairman (chairperson), fireman (firefighter) and councilman (council member).

However, even modern terms like 'rockstar,' 'guru,' or 'ninja' can inadvertently signal a specific type of candidate, thus excluding others who may feel they don’t fit the implied culture.

​Ensure your job titles are gender-neutral to avoid discouraging older applicants, and are descriptive of what the job entails (e.g. ‘Magento build project manager’).

Use gender-neutral pronouns

One simple but effective change is to use gender-neutral pronouns in job descriptions. Replace 'he' or 'she' with 'they' or use 'you' when referring to the candidate. ‘S/he’ is also an acceptable replacement for gender-specific pronouns. 

This rule also applies to collective nouns. Phrases such as ‘guys’ can be easily replaced with ‘team’, for example. 

Check for biased language

​This is where judgement can be more complicated. 

Describing the ideal candidate can often lead to the use of biased language. For example, terms like 'assertive' or 'competitive' are commonly associated with masculine traits, while phrases like 'bubbly' or 'nurturing' are often directed at women.

To avoid these biases, use more neutral, skill-based language that highlights what the role actually requires without favouring one gender over another.

Avoid presenting a toxic work culture

​The way you describe your company’s culture can also be a source of bias. Phrases like 'work hard, play hard' or 'banter' may unintentionally convey a 'bro' culture, which can alienate potential candidates.

Focus instead on describing a collaborative, supportive, and inclusive environment that will appeal to a variety of candidates, regardless of their background or lifestyle.

Consider your job requirements

​Alongside bias in language, the general content of your job applications are worth reviewing to make them more inclusive. This includes avoiding job descriptions which contain an exhaustive list of skills needed for the role. 

Overly detailed job descriptions can deter qualified candidates from applying, particularly women, who are statistically more likely to apply only if they meet all listed criteria.

Avoid this by outlining only the absolutely essential requirements for the role (such as education levels, years of experience, skills qualifications) followed by general ‘desired’ or ‘nice to have’ requirements. This will lift barriers to entry and attract a wider range of applicants. 

​The best approach is to create descriptions which use succinct and direct language. Make your descriptions easy to follow, read, and digest. 

Use online tools to eliminate bias in job descriptions

Many companies now use software to help highlight and change job descriptions and other materials to remove signs of unconscious bias.

Platforms like OnGig and Textio use text analysis to highlight biased language and offer suggestions for more inclusive alternatives. These tools can help ensure that job postings remain impactful while attracting a diverse range of candidates.

​Expand your reach

Diversifying your talent is essential to fostering inclusivity and innovation within your organisation. To reach a broader talent pool, consider engaging with alternative networks and platforms beyond traditional recruitment channels. Partner with professional organisations, attend industry events, leverage social media platforms to connect with a wider range of candidates, or work with a specialist talent partner like Selby Jennings.

The bottom line on successfully writing job descriptions

When crafting job descriptions, clarity and inclusivity are paramount. Begin by defining the role's core responsibilities and qualifications concisely. Avoid gendered language, stereotypes, and biased terminology to ensure fairness and attract a diverse pool of candidates. Emphasise the company's commitment to diversity and inclusion throughout the description. Lastly, regularly review and update job postings to reflect evolving needs and industry standards.

By prioritising clarity, inclusivity, and ongoing refinement, you'll not only attract top talent but help to develop an environment of equity and opportunity within your organisation.

Why choose us?

​At Selby Jennings, we believe that everyone deserves equal opportunities in their job search. That's why we're dedicated to helping employers create fair and inclusive job descriptions that attract diverse talent. But don't just take our word for it – explore our range of finance jobs available and see for yourself the variety of exciting opportunities we offer.

Our team of market experts work tirelessly to match top talent with leading financial institutions, ensuring that everyone finds their ideal role. By partnering with us, you'll gain access to exclusive job openings, expert advice, and unparalleled support throughout the hiring process. Let us help you find your dream job and build a brighter future in finance. Contact us today and discover what sets us apart.

Want to learn more about diverse recruitment strategies? Contact the Selby Jennings team today - request a call back or submit a vacancy.

Looking for a greater understanding of employer and employee DE&I perspectives in the financial sciences & services industry? Download our Diversity, Equity & Inclusion Report.