Numerous offensive and exclusionary terms exist that can undermine your job postings. Some regard these expressions as “exclusionary,” while others deem them outright derogatory.
Exclusionary terminology in job postings is so prevalent that Ongig’s Text Analyzer now alerts our clients about them (offering suggestions for inclusive alternatives to substitute and clarifying why they might be hurtful to specific communities).
Here are a few instances of harmful exclusionary terms we’ve discovered in job postings. I’ve obscured the identities of the employers to avoid casting blame.
Issue
Observe the phrases highlighted above: There are two issues with this:
- It presumes that veterans are exclusively male.
- It disregards same-sex partnerships veterans may have.
Resolution
A more suitable wording could be:
“veterans and/or their spouses” or “veterans and their partners.”
Let’s examine another instance of job language that might offend some individuals.
One subject to be cautious about is racially insensitive terms and expressions.
Take note of the job description below that uses the term “master/slave.” “Master/Slave” is a concept used in technology that describes one device exercising control over another.
Issue
Many may view “master/slave” as racially insensitive due to its association with slavery. Nonetheless, master/slave is still widely used in numerous database-related job postings.
Resolution
Consider alternative phrasing; for example, tech companies such as IBM, Microsoft, and Amazon Web Services have exchanged “master/slave” for “primary/replica.”
List of Exclusionary Terms, Words, and Phrases (2026)
Offensive Exclusionary Words for Race
Systemic racism continues to impact various groups of individuals. Additionally, racial bias in job postings remains significant. For example, candidates with names perceived as Black often receive fewer callbacks after submitting applications.
It’s crucial to remember that the color black is often associated with negative stereotypes such as wickedness, while white is linked to purity.
Here are racially biased terms to eliminate from your job postings, along with inclusive alternatives:
| Offensive Words | Inclusive Synonyms |
| tribe | team, network |
| servant leadership | supportive leadership, growth leadership |
| spirit animal | kindred, muse |
| cakewalk | easy task |
| colored person | people of color, POC, BIPOC |
| blacklist | blocklist |
| culture fit | culture add |
| brown bag session | lunch and learn |
| American Indians | Indigenous Americans/Native Americans |
| English native speaker | fluent in English |
| minorities | underrepresented groups |
| peanut gallery | group, crowd |
| segregate | segment, divide |
| grandfather clause | legacy |
| grandfathered | exempt |
| Latino (when used as catch-all) | Latino/a, Hispanic, or Latine. Note: “Latinx” is preferred by only 4% of U.S. Hispanic adults (Pew Research, 2023). Prefer “Latino/a,” “Hispanic,” or “Latine” depending on context and audience. |
| non-white | members of the underrepresented groups |
| nip in the bud | stop, end |
Tech-Specific Exclusionary Terms
The tech industry employs its own array of exclusionary terms that may carry racial or discriminatory implications. Leading companies such as GitHub, Microsoft, and Amazon have already replaced functional terminology like “master/slave” and “blacklist/whitelist” with neutral substitutes to foster more inclusive settings. If your job postings pertain to infrastructure or developer processes, it’s wise to review them for these obsolete terms to align with modern industry practices.
| Offensive Words | Inclusive Synonyms |
| master/slave | primary/replica |
| master branch | main branch |
| whitelist | allowlist |
| blacklist | blocklist |
| sanity check | validation check, smoke test |
| dummy value | placeholder value, example value |
| man-in-the-middle | on-path assault, interceptor |
Offensive Exclusionary Terms List for Gender
Even in contemporary society, job specifications still lack gender inclusivity. For example, job titles incorporate the word “man” (Fireman, Doorman, Congressman, Chairman), etc. Nevertheless, there are numerous gender-neutral terms available.
Here are instances of biased gender terms to avoid along with their alternatives:
| Offensive Terms | Inclusive Synonyms |
| a champion | an advocate, a supporter |
| chairman | chairperson |
| foreman | supervisor |
| waitress | server |
| ladylike | professional |
| a ninja | a pro |
| overachiever | dreamer, doer |
| poster boy | influencer, role model |
| servicemen | veterans |
| policeman | police officer |
| mastermind | strategist |
| emotional | expressive |
| brother | sibling |
| businessman | businessperson |
| dad | parent |
| females | women |
| forefathers | ancestors |
| founding fathers | ancestors, founders |
| freshman | first-year student |
| gals | folks, people |
| girl | woman |
| guys | folks, people, teammates |
| handyman | maintenance person |
| ladies | folks, people |
| layman | layperson |
| man | person, individual |
| man-hours | work hours, workers, workforce, personnel |
| man-made | artificial, synthetic |
| mankind | people, human beings, humanity |
| manpower | workers, workforce, personnel |
| middleman | intermediary, go-between |
| mom | parent |
| sister | sibling |
| spokesman, spokeswoman | spokesperson |
| workmanship | work |
| maternity/paternity leave | parental leave |
Masculine-Coded Descriptions in Job Specifications
Studies indicate that masculine-coded adjectives lead women to feel that they “belong less,” which inhibits them from applying even when they are fully qualified. For instance, a LinkedIn report revealed that 44% of women steer clear of job postings that contain the term “aggressive.”
Replacing these biased words with neutral, skills-oriented alternatives provides a free and effective means to expand your applicant pool. Rather than depicting a workplace culture using personality-driven descriptors, concentrate on the specific competencies essential for success in the position.
| Masculine-coded term | Neutral Alternative |
| aggressive | driven, results-oriented |
| competitive | motivated, high-performing |
| dominant | effective, influential |
| independent | self-directed |
| strong (as a character trait) | expert, specialist, skilled |
| demanding | fast-paced |
| assertive | confident, direct |
| strong (as character trait) | capable, proven |
| quarterbacked | guided, managed |
Offensive Exclusionary Terms List for Disability
Unemployment rates have been considerably higher for individuals with disabilities compared to those without, as per 2023 data from the Bureau of Labor Statistics in the United States. Thus, utilizing non-ableist terminology throughout your job description fosters an inclusive atmosphere where anyone with a disability feels welcomed.
Image Source: Waldemar on Unsplash
So here are illustrations of disability-exclusionary expressions to avoid and person-first language replacements:
| Offensive Terms | Inclusive Synonyms |
| able-bodied | a person without a disability |
| special needs | individualized education program |
| walk | move, traverse |
| vision-impaired | a person with limited vision |
| disabled parking | accessible parking |
| mute |
an individual who is unable to vocalize |
| remain standing | be erect, stationary |
| enduring | going through an ailment |
| limited to a wheelchair | an individual utilizing a wheelchair |
| height-challenged | a small person |
| impaired, disabled, challenged, incapacitated | individual with a disability |
| intellectually disabled | individual with a developmental disability |
| little person | small person, individual of limited height |
| individuals with disabilities | people with disabilities |
Derogatory and Exclusionary Terms for LGBTQIA
Individuals applying for jobs from the LGBTQ+ community are often excluded from the workplace based on their gender identity, transition, personal pronouns, the people they love, and how they refer to their families.
Below are examples of phrases that exclude LGBTQ individuals, along with inclusive alternatives to enhance your job description language:
| Derogatory Terms | Inclusive Alternatives |
| homosexual lifestyle | LGBTQ+ community |
| same-gender marriage | marriage |
| he/she | they/you |
| lifestyle decision | sexual orientation |
| men and women | individuals, everyone, the team |
| gay agenda | LGBTQ+ rights |
| non-heterosexual | queer |
| sexual inclination | sexual orientation |
| transgendered | a transgender individual |
| husbands | spouses, partners |
| widows/widowers | deceased spouses, deceased partners |
Derogatory and Exclusionary Terms for Age
The current job market features various generations, from Baby Boomers to Gen Z, and beyond. Thus, your job descriptions should incorporate age-inclusive language relevant to all demographics, from senior citizens to younger individuals.
Image Credit: Jason Goodman on Unsplash
Here are age-biased terms that lack inclusivity to avoid, along with suggestions for alternatives:
| Derogatory Terms | Inclusive Alternatives |
| digital enthusiasts | individuals who embrace technology |
| recent graduate, new graduate | graduate |
| old person | senior individual |
| an individual to succeed immediately | able to adapt to challenges |
| senior citizens | older individuals |
| rapid-paced | demanding |
| just graduated | has completed their degree |
| no prior experience required | demonstrate a desire to learn |
| seasoned worker | proven skills |
| youthful and spirited | eager to learn |
| millennials only. Note: “Millennials only” is particularly problematic when it is used to disqualify older applicants, potentially breaching age discrimination regulations such as the Age Discrimination in Employment Act (ADEA). If your position targets early-career talent, consider using skills-focused language instead | early-career applicants are welcome |
Derogatory and Exclusionary Terms for Socioeconomic Bias (Elitism)
Socioeconomic bias represents a frequent yet often neglected form of exclusionary terminology in employment advertisements. Criteria such as “Ivy League history” or “prestigious university” can alienate qualified candidates who have built their skills through community colleges, boot camps, or hands-on experience. Likewise, the term “cultural fit” often serves as a substitute for social uniformity, favoring individuals who resemble the current team over those who contribute diverse views.
Substituting these elite descriptors with skill-based standards broadens your talent pool, attracting a wider and more robust array of candidates. Concentrating on what a candidate can accomplish, instead of where they were educated, ensures that your recruitment process is equitable and based on merit.
| Derogatory Terms | Inclusive Alternatives |
| Ivy League background | relevant education or training |
| prestigious university | accredited institution | degree or comparable experience |
| renowned institution | certified establishment |
| cultural alignment | cultural enhancement |
| mandatory unpaid internship experience | pertinent experience |
| too qualified | highly experienced |
| beginner-level (when salary is beneath living wage) | entry-level role with advancement potential |
| address early | terminate, conclude |
| illegal immigrants | undocumented individuals |
Exclusionary Language List for Neurodiversity and Mental Health
The non-inclusive terminology related to mental health in job postings often goes unnoticed as we utilize these expressions in our daily conversations.
For instance, you may have encountered job postings stating, “This available role may require you to work ‘unusual hours’.”
The phrase “unusual hours” is a pejorative phrase that discriminates against individuals with mental conditions. Thus, here are mental health biased problematic expressions to avoid along with their substitutes:
| Derogatory Terms | Inclusive Alternatives |
| basket case | anxious |
| unstable | variable |
| hysterical | overwhelmed |
| high-pressure | fast-moving |
| crazy | a person with an emotional challenge |
| struggling with depression | experiencing depression |
| mental illness | experiencing a mental health condition |
| mad | a person with a mental health issue |
Additional Suggestions for Crafting Inclusive Job Descriptions
Removing exclusionary terminology isn’t the sole measure in ensuring the writing of inclusive job descriptions.
Image Credit: Christin Hume on Unsplash
Here are more recommendations for creating inclusive job descriptions:
-
Outline Your Inclusive Benefits
Certain minority employee groups still face discrimination in the employment sector. These include individuals living with disabilities and working parents. Therefore, aim to include benefits such as compensated parental leave for new guardians and caregivers, as well as adaptable work environments for both new parents and individuals with disabilities. Additionally, ensure that all employees receive equitable pay irrespective of gender, race, or age.
-
Minimize Essential Requirements
Strict job requirements in listings can deter various candidate groups from submitting applications.
For example, men and women approach job applications differently. Research indicates that women tend not to apply for positions unless they feel completely qualified, whereas men are often inclined to apply even if they don’t meet all criteria.
-
Emphasize Responsibilities and Skills
Results-oriented job descriptions enhance your inclusive hiring initiatives. Instead of mandating a particular educational history that might restrict certain candidate groups, focus on the qualifications and skills necessary for the role. This approach enables a diverse group of individuals to present their talents, regardless of their field of study.
-
Clarify Your Dedication to DEI
Candidates appreciate seeing a diversity and inclusion statement when applying for positions. For instance, a study by Linkedin shows that individuals from BIPOC backgrounds value having a general diversity statement. They consider it a positive indication to possess a generic inclusion statement rather than none at all.
For additional tips and guidance on formulating job descriptions, refer to How to Compose a Job Description — Best Practices & Examples.
Utilize Job Description Management Tools to Evaluate Your Job Description Language
We understand how challenging it is to analyze all offensive and exclusionary terms in your job postings. This task becomes even more difficult when you’re drafting job descriptions on a large scale.
This is where job description management tools come into play. You need software that can help identify any objectionable terms and phrases based on gender, race, prior criminal records, LGBTQ, and more. It should also offer alternative preferred phrases.
Thus, software like Ongig’s Text Analyzer becomes invaluable. Ongig thoroughly assesses your job descriptions for offensive and exclusionary language based on:
- Gender
- Race
- Disability
- LGBTQ (sexual orientation)
- Ethnicity
- Immigration status
- Neurodiversity
-
Age
And additional.
For example, our software automatically identifies over 10,000 exclusionary terms. In the screenshot below, Ongig highlights the exclusionary phrase related to ethnic diversity, “native English speaker”.
Ultimately, your goal is to attract an candidate who has strong English skills, not merely an individual originating from a native English-speaking nation.
Influence of Exclusionary Language on Diverse Talent Pools
The vocabulary we select when crafting job descriptions significantly influences who feels inclined to apply. Thus, employing these terms can either invite or alienate certain demographics. It’s also crucial to consider the implications of mental health terminology, gender expression, and expressions associated with racial identities to foster an inclusive and inviting atmosphere.
Importance of Language
Language is vital as it influences how individuals view themselves and others. For instance, using phrases with negative implications, such as “man hours” instead of person hours, can lead women of color or transgender individuals to feel that the position isn’t intended for them. Conversely, opting for inclusive alternatives demonstrates that everyone is welcome, irrespective of gender, race, or other facets of identity.
Detrimental Stereotypes in Common Language
Words possess historical connotations, and sometimes they carry damaging stereotypes. A term like “black hat,” which emerged in the late 19th century, can evoke negative associations with skin color, particularly towards black individuals. The employment of “black” or “white” in specific contexts may inadvertently transmit unintended messages, especially regarding black Americans and white individuals. Therefore, using broad terms without recognizing historical contexts might unintentionally reinforce racial slurs or prejudiced viewpoints.
Specific Ways Words Exclude
Phrases such as “master list” or “black hat” can subtly perpetuate notions linked to white supremacy or past prejudices. Similarly, antiquated terminology like “Chinese pidgin English” has been used derogatorily against Asian American groups. Consequently, if job advertisements fail to reflect inclusive language, minority groups may perceive a lack of respect for their cultural significance or experiences. Therefore, choosing inclusive job postings with straightforward, non-biased language is always advisable.
Impact on Candidates with Disabilities
Moreover, regarding the deaf community, the phrase “hearing impaired” is frequently regarded as disrespectful. Many deaf individuals prefer the term “Deaf,” which emphasizes their identity. The same holds true for people with visual impairments or mental disabilities; using identity-first language acknowledges the person before their medical conditions. So, when drafting a job advertisement, consider how inclusive alternatives can positively influence potential applicants.
Advancing Forward
Organizations must acknowledge the significance of inclusive language and its impact on campus members or prospective employees. Certain sectors, like technology, have made progress, yet there is still more to accomplish. Hence, dedicating time to understand the core issues surrounding exclusionary language illustrates mutual respect for every applicant, including black Americans, brown individuals, and others from marginalized backgrounds. By adopting inclusive terminology and implementing thoughtful changes, such as using person hours instead of “man hours,” companies can cultivate a more inclusive workplace environment.
For additional guidance on crafting job descriptions, explore How to Write a Job Description— Best Practices & Examples.
Helpful Resources for Exclusionary and Offensive Word Lists
Here are a few valuable resources to assist you further:
- The APA Inclusive Language Guidelines – detail why particular terms are detrimental to marginalized communities while listing potentially offensive and painful words and concepts for various groups.
- Conscious Style Guide – discover how to utilize language that is inclusive, respectful, and empowering.
- The Disability Language Style Guide from the National Center on Disability and Journalism – addresses numerous words and phrases commonly used when referencing disability.
FAQs
- What are exclusionary words?
Exclusionary words are coded expressions that inadvertently signal to certain groups—based on gender, age, or background—that they do not belong in a position. For instance, terms like “rockstar” or “ninja” often dissuade female applicants, while “digital native” can alienate older, experienced candidates.
- Why is inclusive language essential in job descriptions?
Inclusive language broadens your talent pool by eliminating barriers that lead high-performing candidates to opt out of the process. Utilizing neutral terminology is a subtle yet powerful method to uphold fair hiring practices and ensure legal compliance as federal regulations for diversity programs evolve.
- How do I evaluate my job description for bias?
Begin by reviewing your text for masculine-coded terms like competitive or leader and substituting them with neutral options. Next, adopt skills-based criteria instead of ambiguous phrases like “cultural fit” to guarantee your hiring decisions are merit-based. Finally, employ a tool like Ongig to identify blind spots and provide suggestions for replacements that enhance the effectiveness and legal defensibility of your hiring process.
Why did I write this?
My team and I at Ongig are dedicated to constructing the most visually appealing and effective job descriptions globally. One function of our Text Analyzer software is identifying offensive or exclusionary terms in your job postings, rectifying them…and explaining why these terms could be offensive to particular groups.
[starbox]