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Job descriptions with more masculine-sounding words would have a negative impact on encouraging female applicants to apply. Subtle wording has a huge impact on gender bias and words such as 'competitive' and 'lead' are male associated whereas 'share' and 'support' are female.

It is a lack of objectivity when looking at something. The bias can be both intentional and unintentional. For example, a person may like one shirt more than two others when given a choice because the shirt they picked is also their favorite color.

An example of this bias during hiring is if the hiring panel favors male candidates over female candidates even though they have similar skills and job experience. Another well-known example is the gender pay gap. As of 2021, the average median salary for men is about 18% higher than women's.

Avoid Unwelcoming Words To make the job advertisements exciting, recruiters use words such as ?rock star,? ?guru,? ?ninja,? ?dominant,? etc. These words look good in blogs to describe great personalities or captivate an audience. However, using these words in job descriptions sends wrong signals.

In its simplest sense, workplace bias refers to any kind of prejudice against another human being. Biases are our way to make sense of the world in binaries. Biases are mostly based upon our childhood background, upbringing, isolated events that lead us to form a specific but unfair opinion about a community.

Disclaimer: This job description may not be inclusive of all assigned duties, responsibilities, or aspects of the job described, and may be amended at anytime at the sole discretion of the Employer.

Tips to avoid bias in job postings Use gender neutral posting titles, e.g., ?Chairperson? instead of ?Chairman? Avoid exclusionary words, e.g., ?legacy plan? instead of ?grandfathered plan? Refer to ADA Compliant Language for Job Desccriptions.

Research has shown that types of implicit bias that may emerge during the candidate recruitment and selection process include name, age, beauty, physical appearance, hair color, birthplace, credentials gained outside the recruiting country, height, and weight.

Don't use company jargon that outsiders won't understand. It could potentially turn candidates off and be misleading. Don't include too many ?must-haves? as it could drive down the applicant pool and prevent high potential talent from applying to your organization.

A job description should describe major responsibilities and essential functions; however, it should not include every detail of how and what work is performed so that it remains useful even when minor changes occur. Either a staff member or supervisor may write the job description, but the supervisor must approve it.