To draw in more female applicants, a solid starting point is to eradicate your job description’s gender bias.
Gender bias in job descriptions is the most straightforward lever you can act upon to hire more women.
The 80/20 Principle applies here. Well, nearly.
You can eliminate approximately 70% of job description gender bias by altering just 7 of the most frequently used masculine terms.
We engaged Ongig’s Text Analyzer job description software to assess 647,512 instances of masculine gender bias in job listings.
Below are the top 7 masculine gender-biased terms identified by the Text Analyzer. Most of these examples of gender bias are what people refer to as “implicit bias” or “unconscious bias.”
In other terms, your recruiter or hiring manager who penned the JD didn’t intend to discourage female candidates. They merely used words that inadvertently deter some women.
Solutions are straightforward.
I’ve listed the 7 most prevalent masculine gender-biased terms in order of how often Ongig detected them in job postings. I also provide the frequency they appear on Indeed job listings for reference.
And for each of the 7 culprits, I include a couple of suitable gender bias-free synonyms to use instead.
For additional advice on crafting job descriptions, explore our How to WriteaJobDescription— Best Practices & Examples.
Happy reading!
Gender Bias Term #1: “Strong”
# of jobs on Indeed.com that include this: 1,562,836
The term “strong” is a prevalent adjective in job descriptions. Many of you utilize it to portray skills or traits you seek:
“strong communication”
“strong written skills”
“strong desire”
Here are gender bias-free synonyms to replace “strong.”
Gender Bias Term #2: “Drive”
# of jobs on Indeed.com that include this: 911,365
The term “drive” is commonly utilized in job descriptions as a dynamic verb to describe the initiative employers wish to see a candidate exhibit. Examples:
“Drive sales”
“Drive end-to-end processes…”
“Drive recruitment and resources…”
It’s also used as a noun to highlight the characteristic employers desire in a hire:
“You have a competitive drive…”
Here are gender bias-free terms to replace “drive”:
- run
- steer
- deliver
- energy, motor (in the case of nouns)
Gender Bias Term #3: “Lead”
# of jobs on Indeed.com that include this: 957,235
“Lead” is employed by many to describe overseeing or guiding something. Examples:
“Lead sales”
“Lead status review”
“Lead projects”
Lead is also used in other scenarios like:
“Project Lead”
“Lead Developer”
“Analytical Lead”
Gender bias-free terms to use instead are:
Gender Bias Term #4: “Analysis”
# of jobs on Indeed.com that include this: 448,169
“Analysis” can be applied in several contexts:
“Make recommendations based on detailed analysis”
“Provide qualitative analysis”
“Conduct data analysis”
Here are some gender bias-free terms to swap in:
- Research
- Testing
- Scrutiny
Gender Bias Term #5: “Individuals”
# of jobs on Indeed.com that include this: 1,568,407
“Individuals” is often utilized in job descriptions as a replacement for candidates/employees, such as:
“We offer growth potential for motivated individuals”
“We are looking for talented, hard-working individuals”
“[Name of Employer] seeks individuals who will thrive…”
Here are a couple of gender bias-free terms to use instead:
Masculine Bias Term #6: “Decisions”
Occurrences on Indeed.com: 754,219
“Decisions” is a favored term in job descriptions. Examples include:
- “We are a team where data influences our decisions”
- “Ability to make decisions swiftly”
- “You are the driver of business decisions”
You might substitute these gender bias-free terms instead:
Gender Bias Term #7: “Competitive”
Occurrences on Indeed.com: 951,167
“Competitive” is frequently used to describe the compensation you provide or the caliber of candidates you’re seeking. Examples include:
- “We offer competitive pay and bonus structure”
- “Come experience a vibrant, competitive atmosphere”
- “You are a competitive person who strives for success”
Some gender bias-free alternatives to use instead:
- Attractive
- Fair
- Results-oriented
Gender Bias Term #8: “Tackle”
”Tackle” implies aggression and physicality; in job descriptions, you might use it to delineate the types of behaviors you seek in a candidate. For instance:
”Our team is looking for an individual who will tackle assignments with enthusiasm”
”The ideal candidate will tackle our backlog of new client leads”
Some gender-neutral verbs you could instead use:
Gender Bias Term #9: “Independent”
Employers use “independent” or “independently” to characterize a candidate who excels alone, leads a team, and/or functions well without oversight. This may be perceived as masculine-coded compared to teamwork and interpersonal skills, which are viewed as feminine-coded. Here are some examples of how “independent” might be employed in a job description:
”Seeking an independent, driven individual who excels in solo tasks”
”You should be capable of working independently and assertively”
”Be comfortable working independently”
Some gender-neutral adjectives and adverbs you might use instead:
- Focused
- Confident
- Competent
- Introverted
Gender Bias Term #10: “Objective”
Employers may use “objective” as a noun (to describe mission goals or KPIs) or as an adjective (to indicate neutrality and equanimity as a desirable candidate trait). Here are a few instances of how employers might apply this term:
”We are searching for an objective, analytical auditor…
”To become part of our group”
”The primary aim for this position is…”
”Must possess the ability to assess proposals with impartiality”
Some gender-bias free alternatives comprise:
- Equanimity
- KPIs (Key Performance Indicators)
- Objectives
- Impartiality
Why Eliminate Gender Bias from Job Descriptions?
Gender bias exists at every phase of employment, ranging from disparities in recruitment to inequitable parental leave policies. Gender inequality represents a complicated issue, with roots that extend from systemic to social factors. While employers cannot be solely responsible for rectifying gender inequality, it is our duty to contribute towards removing prejudice, bias, and discrimination in the recruitment process.
Gender inequality manifests in hiring in various manners. Certain managers may harbor unconscious biases regarding women. Even when the HR team undergoes training in gender bias, such efforts could be compromised by individual hiring managers throughout the organization, who might lack similar training or support.
A prevalent form of gender bias in recruitment is found in the gender-coded terminology of job descriptions. Often, a job description is the initial element a candidate encounters when contemplating whether to apply at your organization. Regrettably, these descriptions frequently exhibit an imbalance of gendered language (for instance, a predominance of masculine-coded terms and minimal feminine-coded terms) or other indicators of bias against female candidates.
Many masculine-coded terms may appear neutral at first glance. However, when considered in context, especially when numerous such words and phrases are present, they can dissuade female candidates and subtly imply that your organization does not value an inclusive work environment.
Attracting women can be challenging; generally, women hesitate to apply for a position unless they feel they meet 100% of the qualifications, while men may apply even if they are only 60% qualified. Female candidates are perceptive to cues that suggest your workplace may not be welcoming to women. Research indicates that job descriptions featuring a high number of masculine-coded terms tend to receive fewer applications. Upon removing gendered language, organizations notice that their cost per application decreases by approximately 41%.
There are numerous compelling reasons to eliminate biased language from your job descriptions. It is financially advantageous and simplifies the hiring process by ensuring that a greater number of qualified candidates actually apply. Most importantly, it is simply the right ethical choice. Promoting job titles and listings crafted with inclusive language demonstrates that you do not support gender stereotypes and that you are prepared to hire qualified women.
Ongig’s Text Analyzer examines the language of job descriptions for gendered terms and other unconscious biases. Our AI-driven tool identifies problematic sections and recommends gender-neutral and unbiased substitutes for existing language. Making your job descriptions inclusive for all has never been easier. Contact us today for a demonstration!
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Discover more about job description gender bias and how Ongig’s Text Analyzer can assist in eliminating it.