How to Use AI for Inclusive Job Descriptions

Job descriptions are often the first real impression candidates get of your company. But if the language isn’t inclusive, you could be turning strong applicants away before they even hit apply. The problem usually hides in plain sight in the form of gendered terms, cultural bias, and vague expectations. In a market where candidates are actively seeking fair, inclusive workplaces, writing inclusive job descriptions isn’t a nice-to-have. It’s a must.

Here’s the upside. AI can help. The right tools can flag biased language, suggest better alternatives, and bring your content closer to DEI hiring best practices. In this blog, you’ll learn how to combine smart automation with human judgment to write job posts that actually welcome everyone in.

Why Inclusive Job Descriptions Matter

A well-written, inclusive job post goes beyond listing duties—it reflects your company’s values and shapes your employer brand. Studies show that inclusive language in job descriptions can significantly impact who applies. For example, job ads using inclusive terms attract 42% more applications on average, according to a study by ZipRecruiter.

By using inclusive terms, you show that your company welcomes people from different backgrounds, identities, and abilities. It also ensures that your hiring process supports DEI job description standards especially important as job seekers increasingly prioritize companies that align with their values. And for employers wondering what is a diversity candidate, the answer is simple that any individual who brings a new perspective based on their background, lived experience, or identity.

How does DEI work in hiring? It starts with removing barriers. That includes making your language neutral, your qualifications transparent, and your expectations realistic. Ultimately, diversity and inclusion job description strategies help foster a workforce that’s representative of the communities we serve.

The Role of AI in Writing Inclusive Job Descriptions

AI is changing the way we approach hiring content, and that includes crafting inclusive job descriptions. With machine learning and natural language processing, AI tools can analyze text, flag biased phrases, and recommend alternatives based on best practices. For example, online platforms can instantly suggest an example of inclusive language, such as changing “aggressive” to “results-driven” or “ninja” to “expert.”

These tools are especially helpful in shaping a more thoughtful DEI position description. AI can spot gender-coded words, assess readability, and evaluate tone to ensure that your post doesn’t alienate qualified applicants. In addition, many AI systems integrate with your ATS (Applicant Tracking System) to ensure consistency across postings and help scale your DEI hiring best practices across teams.

But remember, AI can help spot patterns and speed things up, but it’s not a replacement for human judgment. Your team still brings what really matters, like cultural awareness, empathy, and a brand voice that feels real. That’s what makes the difference.

Steps for Using AI to Create Inclusive Job Descriptions

Here’s all that you need to keep in mind when utilizing AI effectively:

Step 1: Define the Role Clearly

Start by getting clear on the role. Break down what the person will actually do day to day. The skills they need to bring. And anything else that helps paint the full picture.

Step 2: Choose the Right AI Tool

Pick an AI tool that’s built for writing inclusive job descriptions. The best ones flag biased language and suggest changes that support your DEI goals.

Step 3: Craft a Detailed Prompt

Provide the AI with a well-thought-out prompt that includes all the gathered information. For instance:

“Can you write a job description for a Software Engineer with a full stack experience of at least 3 to 5 years? Make sure the output reflects our organization’s commitment to DEI. Please use gender-neutral language throughout and avoid any and all bias.”

Step 4: Review and Edit the Output

AI can get you most of the way there, but it’s not the final step. To get complete satisfaction with what you have is something that aligns with your values; read the draft out loud to yourself. If it doesn’t sound right, then it needs to be fixed right away.

Step 5: Incorporate Feedback and Finalize

Run the draft by a few teammates with different perspectives. Their feedback can catch things you missed and help make the post resonate with more people. Make your final edits, then hit publish.

Best Practices for Writing Inclusive Job Descriptions (AI + Human Insight)

The best results come when AI and human judgment shake hands. That’s how you create clear, accurate, and truly inclusive job descriptions. Here are a few best practices to keep in mind.

Use Gender-Neutral Language

Avoid terms that may imply gender bias. For example, instead of “salesman,” use “salesperson.”

Highlight DEI Commitments

Be upfront about your commitment to diversity, equity, and inclusion. When candidates see that kind of transparency, they’re more likely to see themselves in the role and hit apply.

Focus on Essential Qualifications

List only the necessary qualifications to avoid deterring potential applicants who may not meet every criterion but could still excel in the role. This approach aligns with DEI hiring best practices by promoting equal opportunity.

Avoid Jargon and Complex Language

Stick to clear, plain language so your job description makes sense to everyone, regardless of their background or experience level.

Regularly Update Job Descriptions

Make sure your job descriptions stay up to date with industry standards and your company’s evolving DEI goals. Updating regularly shows you’re serious about building a more inclusive workplace, not just once, but always.

Common Mistakes to Avoid in Inclusive Job Descriptions

Good intentions aren’t always enough. A few small missteps can still hurt the impact of your job descriptions. Here are some common mistakes to keep on your radar.

Using Gender-Coded Language

Words like “aggressive,” “dominant,” or even “nurturing” can send the wrong signal without you realizing it. Terms like “ninja” or “rockstar” might sound fun, but they often appeal more to men and can push others away. If your goal is to attract a wider range of talent, stick with inclusive language in job descriptions that speaks to everyone and not just one group.

Overloading with Unnecessary Requirements

Listing an extensive array of qualifications can discourage applicants who may not meet every criterion but are otherwise well-suited for the role. According to a statistic quoted by HBR, women often apply only if they meet 100% of the listed requirements, whereas men apply when they meet about 60%. Leave room for growth and be open to training the right person on the rest.

Neglecting Accessibility Considerations

If your job description is hard to follow or doesn’t mention accommodations, you could be leaving great candidates out. This includes people with disabilities and those who speak English as a second language. Keep the language simple and clear. Make it obvious that you’re open to different needs. When you do that, it shows you’re building a team that truly values inclusion and not just saying it.

Lack of DEI Commitment Statements

Omitting a clear statement about your organization’s commitment to diversity, equity, and inclusion can make candidates question your workplace culture. When you add a DEI job description statement, you’re making your candidates feel that inclusion matters to you.

Conclusion

Writing inclusive job descriptions is one of the easiest ways to attract a more diverse, more balanced team. With the right AI tools and a sharp eye on your wording, you can reach more people and make your post feel like a place they belong.

But real inclusivity is about being intentional, showing through your words that diversity, equity, and inclusion actually matter. When you pair smart tools with human insight, you get job posts that not only sound good but truly reflect your commitment to DEI hiring best practices.