HR Advice Hub

Can Job Descriptions Contain Unconscious Bias? How to Write More Inclusive Job Descriptions

Writing a job description might seem like a straightforward task, but the words you choose can influence who decides to apply for your vacancy.

Whether you're preparing a job description or writing a job advert, the language you use, the qualifications you ask for and the criteria you include can all shape how potential candidates view the opportunity.

Most employers don't intentionally exclude certain groups from applying for jobs. However, unconscious bias can sometimes find its way into recruitment documents through language, unnecessary requirements or assumptions about the "ideal" candidate.

Reviewing job descriptions before advertising a role can help attract a wider and more diverse pool of applicants while ensuring you're recruiting based on the skills, experience and behaviours that genuinely matter.

What Is Unconscious Bias?

Unconscious bias refers to the automatic assumptions or preferences we all have, often without realising it. These biases are shaped by our experiences, upbringing and the world around us. While they are usually unintentional, they can influence decisions throughout the recruitment process, including how a job description is written.

This doesn't necessarily mean a job description is discriminatory, but it may unintentionally discourage some people from applying.

How Can Bias Appear in a Job Description?

There are several ways unconscious bias can creep into recruitment documents:

Gendered Language: Some words can be perceived as more masculine or feminine, even if they aren't intended that way. For example, terms such as:

• Competitive

• Fearless

• Dominant

• Assertive

…may appeal differently to some applicants than words such as:

• Supportive

• Collaborative

• Caring

• Understanding

Using balanced, neutral language helps make job descriptions more inclusive.

Unnecessary Experience Requirements: Employers sometimes ask for more experience than is actually needed. For example, requiring "10 years' experience" when someone with fewer years could perform the role just as effectively may unnecessarily reduce the number of applicants. Instead, focus on the knowledge, skills and experience genuinely required to do the job.

Asking for Qualifications That Aren't Essential: It can be tempting to include degree requirements or professional qualifications because previous postholders held them.

However, if they aren't genuinely necessary, you may unintentionally exclude capable candidates who have developed equivalent knowledge through practical experience. Where appropriate, consider wording such as: "Relevant qualifications or equivalent experience."

Overly Long Lists of Essential Criteria: Research has shown that some candidates are less likely to apply unless they feel they meet nearly every requirement listed. A lengthy list of essential criteria may discourage strong applicants who could still perform the role successfully. Instead, distinguish clearly between what is genuinely essential and what would simply be desirable.

Using Internal Jargon: Internal terminology, acronyms and organisation-specific language can make a role feel inaccessible to external applicants. Using clear, straightforward language helps candidates understand the role and decide whether they're a good fit.

Why Does It Matter?

A job description is often a candidate's first impression of your organisation. If the wording unintentionally puts people off applying, you could miss out on talented individuals who would have been an excellent fit for the role.

Creating inclusive job descriptions isn't about lowering standards. It's about ensuring you're assessing candidates against the skills, behaviours and experience that genuinely matter.

Does This Mean Every Job Description Is Biased?

No. Most job descriptions are written with good intentions. The aim isn't to remove every possible preference or make every description identical. Instead, it's about recognising that small wording choices can influence how different people perceive a role.

Taking the time to review a job description before advertising can help identify wording that may unintentionally discourage suitable applicants.

Practical Tips for Employers

Before advertising a vacancy, ask yourself:

• Is every essential criterion genuinely essential?

• Could any qualifications be replaced with equivalent experience?

• Is the language clear, inclusive and easy to understand?

• Have we avoided unnecessary jargon?

• Does the advert focus on the skills needed rather than describing an "ideal" person?

• Would someone outside our organisation understand the role?

A second pair of eyes can often identify wording that the original author may not notice.

Unconscious Bias Doesn't End with the Job Description

Although job descriptions are an important starting point, unconscious bias can also influence:

• Shortlisting decisions.

• Interview questions.

• Interview scoring.

• Selection decisions.

• Promotion opportunities.

Using structured recruitment processes, consistent assessment methods and clear scoring criteria can help reduce the impact of unconscious bias throughout recruitment.

Job Descriptions and Job Adverts Should Work Together

Although the terms are often used interchangeably, a job description and a job advert are not the same thing. A job description explains the purpose of the role, key responsibilities and the skills or experience required. A job advert is designed to attract candidates and encourage them to apply.

Both documents should use clear, inclusive language and focus on what is genuinely required for the role. If either contains unnecessary requirements or wording that unintentionally discourages applicants, you may reduce the diversity and quality of your candidate pool before the recruitment process has even begun.

Reviewing both documents together can help ensure they accurately reflect the role while encouraging applications from the widest possible range of suitable candidates.

Need HR Support?

Job descriptions do much more than list duties and responsibilities. They shape first impressions, influence who applies and help set expectations for both employers and candidates.

Taking the time to review your job descriptions and job adverts for unnecessary requirements, inclusive language and clear, objective criteria can help you attract a broader range of talented applicants while supporting a fair and effective recruitment process.

If you'd like support reviewing your job descriptions, writing inclusive job adverts or improving your recruitment process, BloomHR can help you create recruitment documents that attract the right candidates while ensuring your approach is fair, practical and aligned with employment law. Contact us for more information.