Why bias in job descriptions matters
Research consistently shows that the language in a job description affects who applies. Gendered wording, age-coded language, and exclusionary phrasing all signal who “belongs” in a role — and who doesn't. The result is a narrower, less diverse pipeline before the screening process even begins.
A 2011 study published in the Journal of Personality and Social Psychology found that women were less likely to apply for jobs described with masculine-coded words like “aggressive,” “dominant,” and “competitive” — even when they were qualified. The words you choose have measurable impact on your applicant pool.
Common bias categories in job descriptions
Gendered language
Masculine-coded words: aggressive, dominant, competitive, driven, independent. Feminine-coded words: nurturing, supportive, collaborative, empathetic. Neither set is inherently bad — but an imbalance signals an expectation about who fills the role.
Age indicators
Terms like “digital native,” “recent graduate,” “young and energetic,” or “5-7 years of experience” can be proxies for age discrimination. Focus on skills, not age.
Ableist language
Physical requirements that aren't genuinely essential, or mental health terms used as metaphors (“crazy fast,” “OCD about code quality”).