Job Description Enhancements

Using exclusionary language isn’t just about offending others; research has made its harmful effects clear. To create a truly inclusive culture, it’s critical that you take a hard look at how people in all areas of your company are using language. The authors present four ways you as leader can encourage the use of inclusive language in your company. First, make sure your recruiters and hiring managers slow down and pay attention to the language they use when drafting job postings, with an eye toward removing non-neutral terms. Second, create a list of words that are forbidden in product development. Third, pair internal company guidance that includes practical, accessible tips that can be put into immediate action (for example, an inclusive vocabulary reference guide) with straightforward tools, such as the “inclusive language” feature available in Microsoft Office, which suggests neutral alternatives to biased language used in professional communications. Finally, choose ambassadors who are highly visible in the company to support your inclusive language initiatives. #diversity #equity #inclusion

Words matter in hiring, and some need retiring. 🙏🏾 Across countless job posts, there’s the persistent use of labels like "junior," "senior" and "entry-level." These terms, while deeply embedded in hiring practices, often create unnecessary barriers and exclude otherwise well-aligned talent. Consider these scenarios: - A career shifter with 15 years of experience in an adjacent field - A returner to work after taking time to care for family - Someone whose path wasn't linear but whose skills are sharp None of these individuals fit neatly into "junior" or "senior" boxes, yet they might be exactly who your team needs. So what works better? Focus on describing: - The specific skills required - Clear deliverables expected - Actual scope of responsibility - Budget range Today I coach BOTH job seekers and hiring managers, and I've witnessed how inclusive language opens doors to diverse and unexpected matches for my clients. When we remove those labels, we create space for a whole lot more talent. Experience comes in many forms, and potential isn't always packaged in traditional career trajectories.

Are your job descriptions unintentionally turning away diverse talent? 🤔 In many organizations today, a recurring issue persists despite the company’s commitment to diversity: job postings aren’t attracting a diverse pool of candidates. While the leadership may be determined to ensure the company’s workforce reflects the diverse audience they aim to serve, hidden barriers within their hiring process may be unintentionally hindering progress. 🚩 🚩 Here is a list of phrases that should not appear in your job descriptions: 1️⃣ Rockstar” or “Ninja These terms can come across as masculine-coded or overly aggressive, potentially alienating women, nonbinary individuals, or those from cultures where such language is not common. 2️⃣ Native English Speaker This phrase can exclude candidates who are fluent in English but do not consider it their first language. Instead, use “proficient in English” if language skills are essential. 3️⃣ Must have X years of experience Rigid experience requirements can deter highly capable candidates with transferable skills but fewer formal years in the field. Focus on competencies instead. 4️⃣ Work hard, play hard This phrase might suggest a high-pressure, workaholic culture, which can alienate candidates seeking work-life balance, caregivers, or those prioritizing mental health. 5️⃣ MBA required or similar academic credentials Requiring advanced degrees when they aren’t truly necessary can exclude candidates with nontraditional educational paths or valuable real-world experience. 6️⃣ Fast-paced environment While common, this phrase can feel overwhelming or exclusionary to candidates with disabilities or those seeking more structured roles. Be specific about the nature of the work instead. 7️⃣ Culture fit This vague term can perpetuate unconscious bias and favoritism. Use “aligned with our values” or “culture add” to highlight the importance of diverse perspectives. 8️⃣ Strong verbal and written communication skills While valid in some roles, this phrase might dissuade neurodivergent candidates or those for whom English isn’t their first language if not clarified. Specify what kind of communication skills are truly needed. ✍️ By replacing these terms with inclusive, skill-focused language, organizations can craft job descriptions that not only attract a broader and more diverse pool of talented candidates but also align more closely with the diverse customer base they aim to serve. #InclusiveRecruitment #DiverseTalent #HRInnovation #InclusiveWorkplace #AttractTopTalent ________________________________ 👋 Hi! I am Luiza Dreasher, DEI+ Strategist and Facilitator. Looking to create meaningful change within your organization? I can help you implement successful and long-lasting DEI strategies that foster inclusion, attract diverse talent, and drive innovation. Let’s connect to explore how we can achieve your goals together!

We’ve all rolled our eyes at a bad job description. But this one crossed a different line. A brand is hiring for a marketing role. Under “Bonus Points,” they wrote: “That creative-ADHD brain where ideas don’t stop showing up uninvited.” I genuinely had to pause. I get what they were going for: someone energetic, ideas-first, always switched on. That’s a real thing you can hire for. But ADHD isn’t a vibe. It’s a diagnosis that affects how people work, live, and navigate the world, often in ways that are genuinely hard. Using it as shorthand for “creative and chaotic in a fun way” flattens all of that. And honestly, it can sting for people who actually have ADHD and have spent years being told their brain is a problem, not a bonus. The intention here might have been good. But good intentions don’t make sloppy language okay. If you’re writing job descriptions, describe the trait you actually want. “We love big thinkers.” “We thrive on fast ideas.” “We need someone who never runs out of creative energy.” Say that. Leave medical conditions out of it. #Hiring #InclusiveLanguage #ADHD #MarketingJobs #WordsMatter

Generic diversity statements in job ads often backfire. Research shows they can actually decrease applications from candidates of color. Instead, use concrete commitments. A craigslist experiment tested this by adding one sentence to a standard diversity blurb: "We've set a goal of hiring at least one woman or racial minority for every white man we hire." The result was striking: applications from women and people of color increased significantly. And, importantly, it didn't deter white men or lower the quality of applicants. This works because specific goals signal real commitment. Today's job seekers are looking for evidence that your dedication to equity goes beyond platitudes. To attract diverse talent, go beyond boilerplate language: 📊 Set and share specific diversity goals 👥 Be transparent about your current workforce demographics 📣 Highlight concrete actions you're taking to promote inclusion By being clear and specific in your job ads, you can create a more diverse and qualified applicant pool. It's a simple change that can make a big difference! #DiversityInHiring #InclusiveRecruitment #MakeWorkFairBook PS - Stay tuned for this paper from Erika Kirgios, Edward Chang, and Ike Silver - currently under review.

The latest BLS Jobs Report is all over the headlines, however, I am looking past the monthly numbers to focus on the BLS 10-year structural forecast. This isn't about last month's hiring fluctuations, it is about the decade-long shift in the skills and roles that will define our industry through 2034. Every time the BLS releases these decade-long projections, I treat them like a strategic map. If you aren’t using these forecasts to stress-test your talent strategy, you might be planning for a market that is already shifting beneath your feet. Taking a look at an industry that is near and dear to my heart, the data for Advertising, Promotions, and Marketing Managers tells a story of divergence. While the overall category is growing by 6%, Marketing Managers are projected to grow by 7%, while Advertising and Promotions Managers are expected to decline by 2% (Source: BLS OOH, 2024-2034). The details are important for headcount and pipeline planning. Here is my 2026 Workforce Planning Checklist for any Marketing Leader looking to align their team with these structural shifts: ✅ Audit for Structural Divergence: Review your headcount ratios to see if they lean too heavily toward traditional promotion and "push" advertising. With Advertising Manager roles in decline and Marketing Manager roles growing, your org chart should shift toward strategic management of the customer journey rather than simple execution of ad placements. ✅ Validate the Analytical Premium: According to the BLS, the median pay for Marketing Managers ($161,030) now significantly outpaces Advertising and Promotions Managers ($126,960). To secure the strategic, data-driven leaders the market demands, your 2026 compensation bands must reflect this widening gap. ✅ Refresh Job Architectures Against O*NET Skills: The BLS has pivoted its focus toward "Analytical Skills" and "Decision-Making" for these roles. Review your internal job descriptions. If they do not explicitly prioritize data-driven strategy and digital ecosystem management, you will struggle to attract the high-potential talent the market is competing for. ✅ Identify Automation and AI Risks: The BLS explicitly links growth to "Internet advertising" and the integration of AI in sales and marketing analysis. Identify which of your current entry-level roles are execution-heavy and vulnerable to automation. Then, create an upskilling path toward the higher-growth "Marketing Specialist" and "Analyst" categories. Projections are more than just numbers, they are signals. The BLS is telling us that the Marketing Leader of the next decade is essentially a Data-Driven Business Strategist. Workforce planning is about making sure your team doesn't look like a 2014 org chart in a 2034 economy. #MarketingLeadership #WorkforcePlanning #TalentStrategy #BLSData #FutureofWork

To my recruiter colleagues in my network, your co-op and internship postings are losing you candidates. Not just candidates with disabilities. But all candidates. New research from University of Guelph psychologists (Melissa Walker (Pike), PhD, and Deborah Powell), published in the Journal of Applied Psychology, analyzed 1,886 job ads and found that 84% contained ableist language. Only 19% included equal employment opportunity statements. Just 9% included accommodation statements. Here is the finding that should matter to every employer writing a co-op or internship posting: ableist language reduced perceived fit and intentions to apply for candidates with and without disabilities. And in a follow-up study, the negative impact of ableist language was as strong as the effect of pay. You cannot compensate your way out of exclusionary language. This is important even more in the co-op and internship space. For many students, your posting is the first job ad they have ever read. They are already navigating imposter syndrome, uncertainty, and a power dynamic that is entirely new to them. When they read "fast-paced," "hit the ground running," or "rockstar," they are not decoding your culture. They are deciding they do not belong. I see this every day in my office, where they say they are overwhelmed with what is expected of them and procrastinate applying. I think this might be part of that problem. If you are writing co-op or internship descriptions, one practical challenge: replace vague corporate language with specifics. What does the pace of work actually look like? What onboarding and mentorship will the student receive? What does a successful work term look like by the midpoint and the end? If you offer accommodations, say so. That one line changes who applies. As someone who works every day at the intersection of career development and work-integrated learning with an invisible disability myself, this research confirms what I hear from students regularly: plain, specific, welcoming language is not polish. It is access. What is one phrase you have changed in a co-op or internship posting once you saw it differently? https://lnkd.in/g68RFMBp #InclusiveHiring #TalentAcquisition #CoOp #Internships #WorkIntegratedLearning #Accessibility #PlainLanguage #HR #Leadership #HigherEd #UOfG #ExperientialLearning

𝗝𝗼𝗯 𝗗𝗲𝘀��𝗿𝗶𝗽𝘁𝗶𝗼𝗻𝘀: 𝗬𝗼𝘂𝗿 𝗨𝗻𝗱𝗲𝗿𝘂𝘀𝗲𝗱 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰 𝗔𝘀𝘀𝗲𝘁 Too often, JDs are written during recruitment, filed away, and only dusted off when there’s a resignation or audit. These static job descriptions:  • Contain outdated duties that no longer reflect reality  • Focus only on tasks, not results  • Ignore shifts in strategy, technology, or market needs  • Offer little guidance for growth or career planning 𝗡𝗼𝘄 𝗰𝗼𝗺𝗽𝗮𝗿𝗲 𝘁𝗵𝗮𝘁 𝘁𝗼 𝗮 𝗱𝘆𝗻𝗮𝗺𝗶𝗰, 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝘆-𝗮𝗹𝗶𝗴𝗻𝗲𝗱 𝗷𝗼𝗯 𝗱𝗲𝘀𝗰𝗿𝗶𝗽𝘁𝗶𝗼𝗻. 𝗧𝗵𝗶𝘀 𝘃𝗲𝗿𝘀𝗶𝗼𝗻 𝗶𝘀:  • Reviewed regularly to match evolving organisational goals  • Written with clear, measurable outcomes in mind  • Connected to performance management and learning plans  • Designed to show not just what to do, but how success will be defined A strong JD isn’t a filing cabinet relic. It’s a living document that: ✅ Clarifies accountability so everyone knows exactly what’s expected ✅ Supports performance goals that align with the bigger picture ✅ Guides hiring decisions for both present and future needs ✅ Shapes career paths by showing employees where they can grow Job descriptions that are kept current and connected to organisational strategies become roadmaps for performance and growth.

One of the ways I like to stay updated is by looking at how top-performing companies are hiring. I search for firms known for their strong cultures — think Nvidia, Microsoft, Netflix — and I dive into their careers page. And you know what I’ve noticed? They’re not hiring for traditional roles anymore. You won’t find generic titles like “Training Manager” or “Marketing Executive.” Instead, they’re hiring for very specific skill sets — “Behavioral Learning Strategist,” “AI L&D Consultant,” “Product Enablement Lead.” These job descriptions are outcome-focused, skill-heavy, and clearly aligned with the company’s long-term vision. It got me thinking — if we don’t start moving toward a more strategic, skill-based way of designing roles, we’re going to be left behind. Because here’s the truth: Most of us still hire reactively. We say, “We need someone in L&D” — and stop there. But L&D is an umbrella. Are we looking for someone to: Build leadership programs? Lead onboarding? Design digital learning journeys? Map competencies and career paths? Each of these demands very different skills — and if we’re not clear on what we want, we risk hiring the wrong person for the right job. That’s why role design should be seen as a core part of organizational design. It’s not just HR’s job — it’s a strategic function. It starts with: What are the business outcomes we want to drive? What skills are needed to get us there? Can part of this be done better with gig or project-based talent? The future of work is moving away from static org charts and one-size-fits-all roles. It’s heading toward agile, skill-first, intentionally crafted teams. #OrganizationalDesign #SkillBasedHiring #FutureOfWork #L&DStrategy #WorkforcePlanning #PeopleAndCulture #TeamDesign #LeadershipDevelopment #GigEconomy

🔆 DEI & HR Leaders: AI can help us build fairer, faster, and more inclusive hiring processes. I have been experimenting with ChatGPT to write job descriptions, and quickly realised I needed to be very intentional in my prompts to ensure a debiased and truly inclusive response. After some trial, error, and learning, I've crafted a ready-to-go AI prompt that ensures your job descriptions are inclusive, bias-free, and aligned with DEI best practices. 👇👇Here's the exact prompt you can copy, paste, and adapt immediately, just swap out the job title, industry, or country to fit your needs. “ Act as a seasoned HR executive with deep experience in international financial services recruitment, specialising in inclusive hiring practices, behavioural science-informed debiasing strategies, and UK employment regulations. Your goal is to write an inclusive job description for the position of VP of Electronic Trading & Controls at a global financial institution based in the UK. The job description must attract a diverse range of candidates and follow best practices from the Behavioural Insights Team (https://lnkd.in/gQ2CYhWb) and DEI-aligned recruitment principles. Step 1: Clearly defining the purpose of the role in accessible and inclusive terms, showing how it contributes to the organisation’s broader mission, and use accessible, candidate-centred language that highlights societal or team impact, not just technical function. Step 2: Describe the key responsibilities using clear language, focusing on collaboration, continuous improvement, ethical leadership, and engagement with diverse stakeholders. Include (but don’t overemphasise) seniority and accountability. Step 3: Specify qualifications by separating required from preferred. Avoid credential inflation by not overemphasising elite education, and welcome equivalent experience or non-traditional career paths. Step 4: Outline both technical skills and soft skills, using inclusive language and avoiding unexplained jargon. Step 5: Include details on the working environment. Emphasise the organisation’s commitment to flexible working, work-life balance, and reasonable adjustments, and highlight a culture that supports inclusion and psychological safety. Step 6: Include a clear equal opportunities statement affirming the organisation’s commitment to equity, diversity, and inclusion. Reassure candidates from underrepresented backgrounds/ non-traditional profiles that their applications are welcome & valued. Use inclusive, jargon-free language, avoiding gender-coded, white-coded, or elitist terms. Ensure it is aligned with UK employment and equality standards. The output should be one polished, high-level job description ready for publication. 🚀 Want the full story behind how I built this prompt—and why it works? Check out my full LinkedIn article below. #DEI #InclusiveHiring #AI4Inclusion #ChatGPT #PromptEngineering #BiasInHiring