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The Dos and Don’ts of Inclusive, Non-Biased Technical Job Descriptions
Diversity and inclusion are essential components of a thriving workplace. One of the foundational steps in fostering an inclusive work environment is creating job descriptions that are free from bias. Inclusive, non-biased job descriptions attract a diverse pool of candidates, which in turn fosters innovative solutions, improved team performance, and a positive company culture. In this article, we'll explore the importance of inclusive job descriptions and provide practical dos and don'ts to help you craft them.
WHY INCLUSIVE JOB DESCRIPTIONS MATTER
- Broadens Talent Pool: an inclusive job description appeals to a wider range of candidates. By using language that is welcoming and free of bias, you increase the likelihood of attracting diverse candidates and avoid excluding minorities.
- Enhances Innovation: different perspectives and experiences can lead to more creative solutions and innovative ideas. Inclusive job descriptions help in building such teams by ensuring that you don’t miss out on top talent due to unintentional biases in your job postings.
- Reflects Company Values: companies that prioritise diversity and inclusion are more attractive to job seekers. Inclusive job descriptions reflect your commitment to creating an equitable workplace and helping to build a positive employer brand.
- Improves Employee Retention: when employees feel included and valued, they are more likely to stay with the company. Inclusive hiring practices set the tone for a positive work environment and a sense of belonging.
DOS AND DON’TS OF WRITING INCLUSIVE JOB DESCRIPTIONS
Dos
- Use gender-neutral language:
- Do: replace gender-specific terms with neutral alternatives. For instance, use "salesperson" instead of "salesman."
- Example: “The developer will be responsible for…” instead of “He will be responsible for…”
- Focus on essential skills:
- Do: highlight the skills and qualifications that are truly essential for the job. This approach reduces the likelihood of excluding candidates who might have taken non-traditional career paths.
- Example: “Proficiency in Python and experience with machine learning frameworks” instead of “5+ years of experience in a senior engineering role.”
- Highlight commitment to diversity:
- Do: explicitly state your company’s commitment to diversity and inclusion. This reassures candidates that they are applying to a welcoming environment.
- Example: “We are an equal opportunity employer and value diversity at our company.”
- Use inclusive benefits:
- Do: mention benefits that appeal to a diverse workforce, such as flexible working hours, parental leave, and professional development opportunities.
- Example: “We offer flexible working arrangements and support for continuous learning.”
- Simplify job titles:
- Do: use straightforward and easily understandable job titles. Avoid jargon and titles that may be off-putting to some candidates.
- Example: “Software Engineer” instead of “Ninja Coder” or “Rockstar Developer.”
Don’ts
- Avoid unnecessary jargon:
- Don’t: use industry-specific jargon or acronyms that might be unfamiliar to candidates from diverse backgrounds.
- Example: “Must have experience with ABC framework and XYZ protocol” without explaining what they are.
- Refrain from inflated requirements:
- Don’t: list qualifications that are not essential for the job. Overstating requirements can discourage qualified candidates from applying.
- Example: “Must have a Master’s degree in Computer Science” when a Bachelor’s degree with relevant experience is sufficient.
- Don’t assume backgrounds:
- Don’t: assume that candidates have had access to certain experiences or opportunities.
- Example: “Must have participated in competitive programming contests” can be exclusionary. Instead, focus on the skills gained from various experiences.
- Avoid age and gender bias:
- Don’t: use phrases that suggest a preference for a particular age group or gender.
- Example: “Young and energetic team” or “Looking for a female candidate” are explicit biases that should be avoided.
- Stay clear of personality descriptors:
- Don’t: use descriptors that imply a certain personality type, which can be exclusionary.
- Example: “Looking for a dynamic and outgoing individual” instead of focusing on the specific skills needed for the role.
Creating inclusive, non-biased technical job descriptions is a crucial step toward building a diverse and innovative workforce. By focusing on essential skills, using gender-neutral language, and clearly stating your commitment to diversity, you can attract a wider range of talented candidates. The goal is to create an environment where every individual feels valued and included, starting from the very first point of contact: the job description. Embrace these best practices, and you'll be well on your way to fostering a more inclusive and dynamic workplace.
What does working at Tech and Data People actually look like day to day? We asked Aidan to share his experience - what stood out, how he’s grown and what it takes to build momentum here. It’s a straightforward look at the environment, expectations and opportunities that shape a career at TDP . 1. What attracted you to Tech & Data People in the first place? I was immediately drawn to Tech & Data People because of the clear growth trajectory the business offers. It’s an environment where ambition is encouraged, development is prioritised and there’s a genuine opportunity to make a long-term impact. The combination of a strong vision and a supportive leadership team made it an easy decision. 2. What surprised you most once you started? Nothing in particular surprised me, but I was genuinely impressed by how supportive and collaborative the environment is. The office culture, along with the connection to our sister organisations - Design & Build and Public Sector People - creates a network of people who are welcoming, engaged and always willing to help. It’s a place where you feel part of something bigger from day one. 3. How would you describe the culture at TDP in three words - and why? Autonomy – You’re trusted to take ownership of your work and shape your own success. Trust – Leadership empowers you to make decisions and manage your desk with confidence. Care – There’s a genuine focus on people, both professionally and personally, which creates a healthy and motivating environment 4. What does a “good week” look like for you here? A good week is one where I’m actively picking up new roles, uncovering fresh leads, engaging candidates, scheduling interviews, and ultimately closing deals. It’s a balance of momentum, productivity and meaningful progress across my pipeline. 5. How does TDP support your growth as a consultant? TDP supports growth through a blend of autonomy, trust and care. I’m given the freedom to run my desk, the confidence from leadership to make decisions, and the personal support needed to continue developing both my skills and my career. It’s a structure that encourages independence while ensuring you’re never on your own. Our Head of People Development, Leanne Kemp , does a great job at keeping our knowledge and processes up to date too! 6. What’s different about recruiting in tech at TDP compared to other environments you’ve worked in? The biggest difference is the level of autonomy and trust. I’m empowered to do my job without unnecessary constraints, and leadership genuinely believes in my capability. Beyond that, the care extends well beyond the boardroom. There’s a real interest in my wellbeing and success outside of work, which ultimately strengthens my performance within it. 7. How would you describe the expectations here? Expectations are clear, transparent and aligned with the company’s broader goals. You always know what success looks like, and you’re given the tools and support to achieve it. 8. Who thrives at TDP? What Would you say to someone considering joining? People who are self-driven, resilient and eager to grow tend to excel here. Those who value autonomy, embrace accountability and enjoy being part of a collaborative team environment will find TDP a place where they can truly thrive. If you’re looking for genuine growth opportunities and a place that invests in your development, TDP is absolutely worth it.
How many “unicorn” hires has your team lost in the past year? You know the type: the mythical full-stack engineer who codes, designs, manages projects AND mentors juniors - all without breaking a sweat. Companies spend months hunting for these elusive candidates, convinced that landing one will solve every team problem. Here’s the hard truth: unicorns are rare and chasing them often slows hiring, burns out teams and leaves critical projects stalled. Instead of relying on a single superstar, the smartest tech teams focus on building scalable, resilient teams. The kind where collaboration and complementary skills do the heavy lifting.
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