How to Avoid Bias in Supply Chain Job Descriptions

It is well-established that diverse workforces outperform their less diverse counterparts across multiple metrics. Diversity drives success and growth at every level of an organization, from front-line staff to the executive board.

The first step towards building a balanced workforce is ensuring that job advertisements are free from unconscious bias. By doing so, employers position themselves as forward-thinking and inclusive, while also attracting a wider range of qualified candidates.

Unconscious bias in job descriptions can unintentionally discourage talented individuals from applying, even when they are ideally suited for the role. Biases often manifest in both the language and structure of job advertisements, but with thoughtful revisions, these barriers can be removed.

Follow these guidelines to create job descriptions that appeal to a diverse talent pool.

What is unconscious bias?

Though the majority of us strive to encourage inclusiveness and diversity, unconscious bias arises from the assumptions we make about groups based on gender, ethnicity, age, and class due to the societal structures we live in. 

In job descriptions, bias typically appears through gendered or exclusionary language, which may deter highly qualified candidates who feel a role is tailored for someone else or a specific type of person. 

Are your job titles inclusive?

Even job titles themselves can reflect unconscious bias. Historically gendered titles such as ‘chairman’ or ‘fireman’ have been widely replaced by more inclusive terms like ‘chairperson’ and ‘firefighter.’ 

However, even modern terms like ‘rockstar,’ ‘guru,’ or ‘ninja’ can inadvertently signal a specific type of candidate – often younger or male – thus excluding others who may feel they don’t fit the implied culture.

Ensure that job titles are both gender-neutral and descriptive of the actual responsibilities, e.g. ‘Magento Project Manager’ to make positions more appealing to a broader range of candidates.

Use gender-neutral pronouns

This is a fast and effective way of updating your job descriptions, and a simple rule to follow when advertising new roles. Replace ‘he’ or ‘she’ with ‘they’, or use ‘you’ when referring to the candidate. ‘S/he’ is also an acceptable replacement for gender-specific pronouns.  

This rule also applies to collective nouns. Phrases such as ‘guys’ can be easily replaced with neutral alternatives like ‘team’.

Check for biased language

When describing the ideal candidate for a role, job descriptions can often lean towards using phrases which contain unconscious bias. For example, terms like ‘assertive’ or ‘competitive’ are commonly associated with masculine traits, while phrases like ‘bubbly’ or ‘nurturing’ are often directed at women.

To avoid these biases, use neutral, skill-based language that highlights what the role actually requires without favoring one gender over another. The best approach is to create descriptions which use succinct and direct language; make your descriptions easy to follow, read, and digest.

Presenting an inclusive work culture

The way you describe your company’s culture can also be a source of bias. For example, phrases like ‘work hard, play hard’ or ‘banter’ may unintentionally convey a ‘bro’ culture, which can alienate potential candidates.

Focus instead on describing a collaborative, supportive, and inclusive environment that will appeal to a variety of candidates, regardless of their background or lifestyle.

Simplify job requirements

Alongside bias in language, overly detailed job descriptions can deter qualified candidates from applying, particularly women, who are statistically more likely to apply only if they meet all listed criteria.

To attract a wider range of applicants, focus on listing the essential skills and qualifications, followed by any desirable but non-essential traits. This approach encourages more candidates to apply, even if they don’t meet every requirement, and will lift barriers to entry which often stop those with low confidence from applying.

Provide a smaller number of boxes to ‘tick’ to attract a larger and higher quality range of candidates.

Use online tools to eliminate bias in job descriptions

Many companies now use software tools to help identify and eliminate bias in job descriptions. Platforms like OnGig and Textio use text analysis to highlight biased language and offer suggestions for more inclusive alternatives. These tools can help ensure that job postings remain impactful while attracting a diverse range of candidates.

Expand your reach

To reach a broader talent pool, consider engaging with alternative networks and platforms beyond traditional recruitment channels. Contact professional organizations, attend industry events, leverage social media platforms, or work with a specialist supply chain talent partner like DSJ Global to connect with a wider range of candidates.

The bottom line on successfully writing job descriptions

When crafting job descriptions, clarity and inclusivity are key. Begin by defining the role's core responsibilities and qualifications concisely. Avoid gendered language, stereotypes, and biased terminology to ensure fairness and attract a diverse pool of candidates. Emphasize the company's commitment to diversity and inclusion throughout the description. Lastly, regularly review and update job postings to reflect evolving needs and industry standards.

By focusing on clear, unbiased language and removing unnecessary barriers, you'll not only attract top talent but help to develop an environment of equity and opportunity within your organization.

Why choose us?

At DSJ Global, we believe that everyone deserves equal opportunities in their job search. That's why we are dedicated to helping employers create fair and inclusive job descriptions that attract diverse talent. Our team of market experts work tirelessly to match top talent with leading supply chain firms, ensuring that everyone finds their ideal role.

Want to learn more about diverse recruitment strategies? Contact the DSJ Global team today - request a call back or submit a vacancy.

Looking for a greater understanding of employer and employee DE&I perspectives in the supply chain industry? Download our Diversity, Equity & Inclusion Report.