How to: Write Inclusive Job Descriptions

A diverse workforce can bring a range of perspectives, experiences, and skills to a firm, which can lead to better decision-making, innovation, and overall performance. Inclusive recruitment practices can help to attract a diverse pool of candidates and create a more diverse workforce, including using inclusive language in your job descriptions.

Here are some tips for writing inclusive job descriptions (which can also be used as a handy checklist if you are reviewing/commenting on job descriptions):

Use gender-neutral language:

Avoid using gendered pronouns and terms, such as “secretary,” and use gender-neutral terms instead, such as “administrative assistant.”

Avoid ageist language:

Avoid using language that may exclude people based on their age, such as “recent law school graduate” or “young lawyer.” Instead, focus on the skills and experience that are relevant to the job.

Be specific about requirements:

Be specific about the qualifications, skills and experience that are required for the job, rather than using vague or subjective language that could be perceived as biased.

However, do take into account different routes to qualification and bear in mind that not all solicitors have degrees.

Consider potential biases:

Consider any potential biases in your language and take steps to address them. This can involve using tools such as the Gender Decoder to identify and revise potentially biased language.

Seek input from a diverse group:

Consider seeking input from a diverse group of people, including those from underrepresented groups, when writing job descriptions to ensure that they are inclusive and fair.

For example, if you are targeting a particularly underrepresented group and are not getting an increase in applications from that group – seek feedback.

By following these tips, you can write job descriptions that are inclusive and fair, and that will hopefully attract a diverse pool of candidates.

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