Developing job descriptions

Taking steps to remove bias from job descriptions can be a good start towards making sure opportunities are accessible to everyone.

Essential requirements

For example, focus on essential job requirements and qualifications to avoid unnecessary barriers.

Lots of recruiters make specific qualifications- like a degree- an essential requirement for some jobs. This is often baked into some organisations pay grading systems too.

But it can be helpful to consider whether each requirement is truly necessary for success in the role, as requiring certain qualifications which aren’t necessarily needed may disadvantage skilled candidates who’ve not had the same education opportunities as others.

Check language

You should also check your paperwork to use gender-neutral language and avoid gender-specific pronouns.

Avoid colloquial/regional language and idioms in job descriptions and promotion. Consider if language used includes inherent bias from sexism, racism and ageism to ableism, for example, are you using disability first language?

Jargon and acronyms may also be unfamiliar to some candidates. They should be avoided to prevent internal applicants having an unfair advantage in any selection processes.

Ask yourself, could someone outside your organisation easily understand what is required?