As the U.S. population becomes more diverse, it's important for the nursing workforce to mirror this shift. Not only does a diverse workforce create a more welcoming environment for staff, but it also supports the delivery of culturally competent care. Diversity can be supported through many avenues, but writing inclusive job descriptions is the first step to attracting nurses from all different cultures, backgrounds, and upbringings.
To help you recruit a more diverse pool of nursing professionals, we've provided five essential tips on how to write job postings with more inclusive language.
Inclusive Job Descriptions: FAQ
While many facilities recognize the importance of building diversity, equity, and inclusion (DEI) in the workplace, nursing has not historically been a very diverse profession. According to the National Nursing Workforce Survey, the majority of nurses identify as female (90%) and White/Caucasian (80%).
This mismatch with the broader U.S. population highlights an ongoing need to improve inclusion efforts when hiring, recruiting, and implementing strategies to retain nursing staff. We'll answer a few frequently asked questions about the importance of diversity in nursing and the benefits of developing inclusive job descriptions for healthcare organizations and the patients they serve.
What does "inclusive" mean in a job description?
The way a job description is advertised and worded can play a major part in a candidate's willingness to apply for the position. That's why companies looking to make their hiring practices fair and equitable often word their job descriptions in a way that encourages diversity and inclusion in the workplace.
Inclusive job descriptions are those that minimize bias and promote acceptance and opportunity for all, regardless of race, ethnicity, religion, culture, or beliefs. To demonstrate an organization's dedication to enhancing diversity and inclusion, job descriptions should avoid using language that may make others feel excluded, unqualified, or discriminated against.
Why is an inclusive job description important for recruitment?
Why should facilities focus on promoting inclusivity and diversity in a job description when looking to grow their team? Beyond the fact that certain discriminatory language may be prohibited by law, a job posting is a prospective applicant's first look at a facility — and they usually form opinions about an organization's culture from the way a job description is written.
Even unintentionally biased language in the posting can deter many highly qualified candidates from applying, since they may not feel welcomed or valued. Writing inclusive job descriptions is an important way to dismantle common stereotypes and make nursing roles more appealing to underrepresented groups.
How does diversity in nursing benefit organizations and the patients they care for?
Promoting inclusion in the workplace has been known to enhance employee wellness and job satisfaction. A diverse and culturally balanced workforce can also help an organization by:
- Elevating the voices of care providers from underrepresented groups.
- Reducing the effects of systemic racism and discrimination.
- Boosting patient outcomes, especially for those from groups who often suffer from health disparities.
- Improving employee engagement and retention.
- Strengthening a company's brand image as a fair and equitable care provider.
5 Tips to Write Inclusive Job Descriptions for Nurses
It can take some time and practice to ensure your job description language is welcoming and free of bias. To get you started, we'll provide five essential tips and inclusive job description templates illustrating how you can incorporate non-discriminatory language into your job postings.
1. Use Gender-Neutral Language
When writing a job description, it's important to avoid any terms that imply the reader's gender identity. You can do this by using gender-neutral pronouns (they/them) or general titles that can apply to all genders (e.g., candidate, applicant, nurse).
Additionally, it's important to avoid gender-coded words in job descriptions — referring to terms that applicants may implicitly associate with masculine or feminine characteristics. Common examples of feminine-coded words used in nursing include "cheerful," "caring," and "empathetic." Instead of listing qualifications based on personality traits, describe the industry-related skills and experience needed to carry out a role.
If you need additional help crafting gender-neutral descriptions, consider using this inclusive job description tool to help you decode the language in your postings.
| DON’T say: | DO say: |
|---|---|
| Shewill carry out duties as assigned.We’re looking for acaringnurse.Must beclean-shaven. | Theywill carry out duties as assigned.We’re looking for acaringnurse.Must dress and actprofessionally. |
2. Don't Imply Age Preferences
While certain nursing specialties may require more years of experience than others, you should avoid implying preferences based on age. Improper wording around experience may exclude older or younger candidates who are just as qualified as others.
| DON’T say: | DO say: |
|---|---|
| Seekingyoung and energeticnurses.Our ideal candidate is anoldernurse.Recent college graduatespreferred. | Seeking nurses to join ourthriving team.Our ideal candidate has5+ years of clinical experience.We welcome nursesnew to the profession. |
3. Eliminate Ethnic/Racial Biases
You should never be hiring based on race or ethnicity. However, some job descriptions may incidentally imply racial or ethnic biases when discussing language requirements. This can be especially common in healthcare, since facilities often serve patients who speak different languages and hire staff who can communicate with them accordingly.
It's fine to list language qualifications as long as you avoid wording them around someone's origin or upbringing. Instead, focus on levels of proficiency and discuss language as a skill set.
| DON’T say: | DO say: |
|---|---|
| English must be yourfirst language.NativeSpanish speakers preferred.We’re looking for graduates fromU.S. nursing schools. | Candidates must befluent in English.Working proficiencyin Spanish is a plus.We’re looking for candidates who arealreadyapproved to work as a nurse in the U.S. |
4. Avoid Ableist Language
Ableism refers to discrimination against people with disabilities. The use of ableist language in nurse job postings is often unintentional but common, stemming from implications that certain tasks can only be done in certain ways. Some nurses with disabilities may have to complete a task differently than how others are used to, but they are still fully capable of getting it done.
| DON’T say: | DO say: |
|---|---|
| Strong enough tolift and carryup to 50 pounds.Mustwritenursing notes into medical charts.Must beable to standfor long periods of time.Will be expected totalkto patients about their health concerns. | Must be able tomoveup to 50 pounds.Mustinputnursing notes into medical charts.Should beable to remain stationaryfor long periods of time.Will be expected tocommunicatewith patients about their health concerns. |
5. Be Mindful of Different Levels of Language Processing
Beyond your word choices, it's also important to consider the overall accessibility of your job posting. For instance, dyslexia is a reading disability that's estimated to affect 10% of the population. So, you may be driving away qualified applicants just by using certain fonts or making your descriptions too wordy. Follow a Dyslexia Style Guide and make your job postings concise to improve readability for individuals with varying literacy levels.
Post to Job Boards That Support Your Inclusion Efforts
Need help advertising your inclusive job descriptions in the right places? Credenza has your back. Our job board reaches a nationwide network of diverse nursing professionals and is managed by a team that specializes in matching the right people to the right jobs.