Tips to Avoid Gender Bias in Job Descriptions

Words like aggressive, rockstar, or dominant may seem harmless, but they’ve been shown to push qualified women away from applying. Whether you are new to  HR or reviewing the hundredth JD, you’ll learn practical, easy-to-follow tips to recognize and remove gender bias in job descriptions. 

This blog will walk you through 12 tips that will help you attract more diverse candidates, regardless of gender. Let’s make your job posts as welcoming as your workplace.

Understanding Gender Bias in Job Descriptions

The words you use in a job post? They can decide who applies… and who doesn’t.

That’s because gender bias in job descriptions often hides in plain sight. And it usually shows up in the form of gender-coded language. In job advertisements, recruiters who use aggressive, competitive, or dominant words often attract more male applicants. Conversely, caring, loyal, or empathetic terms tend to resonate more with women.

It may look alright. But it is not.

12 Tips to Avoid Gender Bias in Job Descriptions

Writing job descriptions might seem simple. But a few wrong words can turn away great candidates—without you even realizing it. Gendered language is one of the biggest culprits.

With a few tips, you can write a JD that attracts diverse, talented candidates. Here are the 12 tips to do it:

1. Ditch Gendered Job Titles

Salesman or Foreman titles are outdated and limiting. Instead, you can use Sales Rep or Team Lead.

2. Skip the He/She—Use “You” or “They”

Avoid writing sentences like “The ideal candidate will show he can manage a team”.  Instead, you can use “You know how to lead teams and get results” or “They’ll bring solid leadership skills to the table.”

3. Watch Out for Masculine-Coded Language

Some words scream bias without meaning to. When females see words like dominant, rockstar, competitive, etc., they usually don’t apply. Instead, you can use more balanced terms like confident, collaborative, etc.

4. Tone Down the Superlatives

Words like guru, or expert can stop people from applying. You don’t need status or authority words to get good candidates. Keep it simple and easy. 

5. Stick to the Must-Haves

Only list the qualifications that truly matter.

Write your JD as a clear and concise description of essential requirements. According to Harvard Business Review, women apply for roles when they are 100% qualified, while men apply for jobs for which they are 60% qualified.

So don’t scare off talent with unrealistic demands.

6. Call Out Your Commitment to Inclusion

Make your company values diversity clear. A line like this can go a long way: “We’re committed to building a diverse team.”

7. Run Your Text Through a Bias Checker

Use bias checker free tools like Gender Decoder to find problematic words in your JD. It takes a lot of time, especially when trying to fine-tune tone and language.

8. Get Input from Different Voices

Have someone from a different department or background read your job description. Fresh eyes spot things you miss. 

9. Remove Unnecessary Physical Requirements

If any word, activity, or thing isn’t part of the job, don’t add that to the JD. Unnecessary details can discourage people from applying.

10. Offer Flexibility

Flexible schedules and remote work options make a difference for new parents and those living in other cities. You can use phrases like “We provide flexible hours and hybrid work arrangements” to expand your reach.

11. Update Old Descriptions

Are you still using an outdated job description from three years ago? It will have outdated language. Make a habit of revisiting and revising job postings regularly. An effective job description guide can help you to write straight away. 

12. Train Your Hiring Team

Sometimes, without realizing it, we have hidden preferences or ideas that can unfairly affect things beyond just how we write job descriptions. Educate your HR team on what it is and how to avoid it. A more informed team leads to more inclusive hiring.

Impact of Gender Bias in Job Descriptions 

Gender neutral ad language gets 42% more responses than those with biased terms. That’s not a tiny bump. You can also get more responses by adding careless words.

But the problem runs deeper than missed applications. When you use masculine-coded language in your ads consistently, you’re doing two things: reinforcing outdated stereotypes and building a team that looks and thinks the same. That’s a fast way to kill diversity, creativity, and long-term performance.

Even worse? Top-tier candidates notice bias. Your company’s reputation will face a hit. You lose credibility, trust, and people who deserve and best fit for your company. 

Conclusion

While writing job descriptions, don’t favor one gender because it isn’t just about checking a box. It helps your company do better and build stronger teams. And it all begins with the words you use when you write those job descriptions.

Simply use gender-neutral language, focus on must-have qualifications, and run your descriptions through a bias checker. Train your hiring team to spot biased phrasing.