Did you know that 3 out of 4 job postings contain potentially discriminatory language? That means that your well-intentioned job ad might turn away qualified candidates without you even realizing it.
This piece will show you exactly how to identify and eliminate discriminatory language from your job postings. You’ll discover practical strategies to create inclusive job descriptions that attract top talent and stay compliant with employment laws. These strategies work whether you’re writing your first job description or reviewing existing ones.
Understanding Job Posting Discrimination
Job posting discrimination happens when your job advertisement favors or discourages applicants based on protected characteristics. You need to understand this vital concept to create inclusive job descriptions that attract diverse talent.
Discriminatory hiring practices cost companies millions in legal fees and settlements each year, but spotting and removing bias from job postings goes beyond avoiding lawsuits. Building stronger teams through inclusive hiring makes this understanding significant for modern hiring success.
Common types of discriminatory language
Your job posting might have discriminatory language without you knowing it. To name just one example, phrases like “recent college graduates” or “young and energetic” can discourage applicants over 40 from applying. It also alienates qualified candidates of different genders when you use gendered terms like “handyman” or “waitress”.
Protected characteristics in employment
The law protects specific characteristics in employment situations. These protected characteristics include:
- Race, color and national origin
- Religion and beliefs
- Sex (including pregnancy, sexual orientation and gender identity)
- Age (40 or older)
- Disability and genetic information
- Military or veteran status
Legal requirements and consequences
The law makes it illegal to publish job advertisements that show preference or discourage someone from applying based on any protected characteristic. These violations can lead to serious consequences. Companies face legal fees and settlements along with damage to their reputation and lost talent opportunities.
The U.S. Department of Justice often reports civil penalties against organizations that violate anti-discrimination laws in their job postings. Even indirect discrimination, like advertising jobs mainly in men’s magazines, could expose your company to legal claims.
Your recruitment strategy must focus on essential skills and qualifications needed for the role, not personal characteristics of candidates. This approach helps you avoid legal issues and lets you build a more diverse and capable workforce.
Hidden Forms of Bias in Job Ads
Unconscious bias in job descriptions, such as using exclusionary language, can significantly narrow your talent pool and damage your employer brand. Discriminatory language not only risks costly penalties but also creates an environment that discourages qualified candidates from applying, impacting overall recruitment efforts.
By prioritizing clear, inclusive language and ensuring compliance with anti-discrimination laws, you as an employer can avoid these costly pitfalls and foster a more diverse and engaged workforce.
Unconscious gender coding
Gender coding refers to the subtle use of words or phrases in job descriptions that unconsciously align with a particular gender, thus potentially deterring certain candidates. For example, using terms like “Salesman” or “Chairman” can unintentionally signal that a job is intended for men.
Similarly, words such as “assertive” or “dominant” have been found to be more appealing to male candidates, while terms like “collaborative” and “nurturing” may attract more female applicants. Other common gender-coded language includes “workmanship” (which can imply a bias toward hiring men) and the use of “guys” instead of more neutral terms like “team” or “folks.”
These biases, though often unconscious, narrow the candidate pool and discourage qualified applicants from diverse backgrounds. By using gender-neutral language and focusing on the skills and qualifications necessary for the job, employers can create more inclusive job postings and attract a wider range of qualified candidates.
| Term/Phrase | Feminine | Masculine | Neutral |
|---|---|---|---|
| Job Titles | Saleswoman | Salesman | Salesperson, Sales Rep |
| Chairwoman | Chairman | Chairperson | |
| Descriptive Words | Collaborative | Assertive | Driven, Strategic |
| Nurturing | Dominant | Assertive, Goal-Oriented | |
| General Terms | Workmanship | Workmanship | Work, Labor, Craft |
| “Guys” | “Guys” | “Team”, “Folks”, “People” | |
| Cultural References | Legacy Clause | Grandfather Clause | Clause, Provision |
| Communication Style | Caring, Supportive | Direct, Persuasive | Clear, Professional |
| Skills | Empathy | Assertiveness | Leadership, Innovation |
Age-related discrimination
Age bias lurks in seemingly harmless phrases. A newer study found job postings filled with potentially discriminatory terms:
- LinkedIn: 4,749 postings with “recent college graduate”
- Indeed: 1,124 postings with the same phrase
- Monster: 513 similar listings
Older workers that make up more than 20% of the nation’s workforce often feel put off by such language.
Cultural and racial bias indicators
Studies show that applicants with white-sounding names are 50% more likely to get callbacks for original interviews. Companies that explicitly state “Equal Opportunity Employer” showed no drop in discrimination levels.
Phrases like “cultural fit” or “native English speaker” can act as hidden barriers. These terms might look harmless, but they stop qualified candidates from diverse backgrounds from applying. Companies with centralized HR departments show less racial bias in their hiring processes. This shows that simplified hiring processes that involve multiple employees can help reduce discrimination.
Impact of Discriminatory Job Postings
Discriminatory job postings cost your business more than missed talent. American companies lose $64 billion annually through employee turnover caused by workplace discrimination alone.
In 2010 alone, the top 10 private plaintiff employment discrimination settlements totaled +$346 million.
This staggering figure highlights the significant financial risks companies face when unfair hiring practices lead to legal action. Beyond the monetary cost, these cases can damage reputations and hinder efforts to attract top talent, making diversity and inclusion not just ethical priorities but essential business strategies.
Also, more recent cases have shown that seemingly minor mistakes, such as citizenship status restrictions in job ads, can lead to significant financial consequences. In fact, companies have been forced to pay up to $832,944 in civil penalties due to these kinds of violations. This underscores the importance of ensuring your job postings are not only clear but also compliant with all legal requirements to avoid unnecessary legal battles and financial strain.
Lost talent opportunities
Smart hiring managers know diverse teams perform better. Companies embracing diversity attract 70% more top talent than their competitors. Strict degree requirements shut out 62% of skilled American workers.
Additionally, strict degree requirements can exclude a substantial portion of the workforce. Approximately 62% of Americans over the age of 25 lack a bachelor’s degree, meaning that rigid educational criteria may overlook a vast pool of skilled and capable candidates.
Creating Bias-Free Job Descriptions
Your job posting sets the tone for every candidate interaction. Smart hiring managers know that bias-free descriptions attract diverse talent and fill positions faster. Here’s exactly how to write job posts that welcome qualified candidates while protecting your company.
Inclusive language guidelines
Clear, welcoming language opens doors for talented candidates. Job posts free from gender-biased words increase applications by 42%. Make your descriptions work harder with these proven guidelines:
- Switch gendered terms to neutral options
- Describe what the role does, not who should do it
- Remove age-specific language
- Keep descriptions clear and direct
- Skip cultural assumptions
Skills-based requirements
The best job descriptions prioritize essential skills over unnecessary credentials, which helps create more inclusive opportunities. Research shows that women are more selective, applying only when they meet 56% of the qualifications, while men apply at 52%.
This selectiveness means that rigid degree requirements can unintentionally exclude skilled workers, shrinking the talent pool even further. However, by focusing on must-have skills, you as the employers can lower barriers, attract diverse candidates and access a broader, more qualified workforce.
You can build stronger descriptions by:
- Listing essential technical and people skills
- Separating must-haves from preferences
- Stating experience needs clearly
- Showing role impact
- Dropping unnecessary education rules
Equal Opportunity Statements
Your EOE statement proves your commitment to fair hiring. 76% of candidates check workplace diversity before applying. Make your statement count by:
- Stating your equal opportunity pledge clearly
- Including all protected groups
- Offering reasonable accommodations
- Showing inclusive benefits
- Backing words with action
For example, SurveyMonkey’s EOE statement reads:
“SurveyMonkey is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.”
Conclusion
Smart hiring practices start with bias-free job descriptions. Poor language choices cost companies more than legal troubles – workplace discrimination drains $64 billion annually from American businesses through lost talent and turnover.
Job descriptions shape candidate decisions from the first word. Clear, inclusive language brings 42% more applications, while skills-focused requirements attract qualified candidates who might otherwise skip past your posting. The right words build diverse teams ready to drive business success.
The choice stands clear: stick with biased language and risk both legal penalties and missed talent, or write job posts that welcome qualified candidates from every background. Start reviewing your job descriptions today. Small changes in wording open doors to talented candidates, protect your company from legal issues and build teams ready to outperform your competition.
Avoiding Discrimination in Job Postings: Your Essential FAQ
Common discriminatory language includes phrases like “recent college graduates,” “young and energetic,” or gender-specific terms like “handyman” or “Waitress.” These can discourage older applicants or alienate candidates of different genders.
Unconscious bias can manifest in gender-coded language, age-related terms, or cultural assumptions. For example, masculine-coded language can deter women from applying, while phrases like “cultural fit” may discourage diverse candidates.
Consequences can include legal and financial risks, damage to company reputation and lost talent opportunities. Companies may face costly lawsuits, civil penalties and struggle to attract diverse talent, potentially losing access to a significant portion of the consumer market.
Employers can create bias-free job descriptions by using inclusive language, focusing on skills-based requirements rather than personal characteristics and including clear equal opportunity statements. It’s important to use neutral terms, prioritize essential skills and demonstrate a commitment to diversity.
Removing unnecessary qualifications expands the talent pool and helps attract diverse candidates. Research shows women apply when they meet 56% of the requirements, while men apply at 52%. By focusing on essential skills, employers reduce barriers and increase the likelihood of receiving applications from a broader range of qualified candidates.
Written by Lidija Misic
Lidija holds a BA in English Language and has lived in five different countries, where she has worked in various roles, including as a flight attendant, teacher, writer and recruiter. Her biggest passion is crafting great content and reading. She is particularly passionate about creating punchy copy that inspires people to make positive changes in their lives.
Reviewed by Stefan Petrov
With over 10 years of experience as a writer and editor, Stefan has worked in the automotive, IT, health and hospitality industries. Familiar with Google Search Console and other SEO tools like Ahrefs and Semrush, Stefan uses his experience to create content that’s visually appealing to the user but also ranks in the SERPs.
