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The Power of Language: Subtle Biases in Job Listings and Their Effect on Diversity

Updated: Feb 10



"The way to right wrongs is to turn the light of truth upon them"

-Ida B. Wells


After reading Invisible Women by Caroline Criado Perez, I couldn’t help but reflect on the subtle biases woven into job vacancies descriptions. The author’s exploration of how women, particularly in leadership roles, are often excluded due to the language in job ads—especially through masculine-coded terms—broadened my perspective.


Curious to learn more, I also looked into gender diversity and equality in the Danish labor market. The Diversity Barometer 2024, conducted by Equalis, highlights how women and men continue to make gendered educational choices, career paths, and professional development decisions. This gender segregation, combined with certain companies attracting one gender more than the other, increases the risk of labor shortages and unevenly distributed unemployment.


This led me to wonder about the current job listings in Denmark. Are they unintentionally reinforcing these biases? I conducted a mini-test by randomly picking 20 job vacancies from different industries. To my surprise, while most job listings maintained a neutral tone and used generally inclusive language, it became clear that subtle biases are still present in many descriptions, affecting not just women but many other underrepresented groups.

Let’s see how these invisible barriers look and how they may prevent professionals from applying, perpetuating inequality in the workforce and widening gaps in STEM roles and salaries.


Gendered Language in Job Listings: A Hidden Bias


Even in a progressive country like Denmark, job descriptions often contain masculine-coded language that discourages diverse candidates from applying. Take leadership roles, for example. Descriptions like “Proven 10 years’ experience in a strategic engineering leadership role” can be intimidating to those who don’t hold a formal title but still possess the necessary leadership experience. According to Harvard Business Review in 2014, women, in particular, tend to only apply for roles if they meet 100% of the qualifications, while men will often apply even if they meet only 60%.


Words such as “high-caliber,” “hit the ground running,” “strive for excellence and raise the bar every day,” and “superstar” often carry a competitive, masculine ideal, creating high, sometimes unreachable, expectations. For candidates from underrepresented groups, this language might feel exclusionary, suggesting they need to be perfect or that their skills aren’t valued enough. For neurodivergent or introverted candidates, descriptions like “great energy,” “highly social,” or “always motivated” can inadvertently favor extroverts, further limiting the diversity pool. Phrases like “nurturing,” “supportive work ethic,” “detail-oriented,” and “strong administrative skills” often imply a preference for traditionally female-associated traits.


Bias Against Caregivers and Disabled Applicants


Another element that struck me was how frequently statements like “fast-paced,” “high-pressure,” and “highly competitive” environments were used in specific industries like Tech, Finance, and Marketing. These might deter professionals who value work-life balance, including caregivers, individuals with disabilities, and neurodivergent individuals, but who are experts in those fields. Job ads often imply a culture of constant hustle, one that doesn’t accommodate different personal or professional needs. Offering flexibility or specifying how often business trips are required instead of vague statements like “Attend regular business trips” could go a long way in creating a more inclusive pool of job seekers.


Educational and Socioeconomic Bias


While educational qualifications should reflect the core requirements of the job, the emphasis on only degree holders—particularly in the IT field—may inadvertently exclude talented professionals who are self-taught, bootcamp graduates, or career changers with relevant experience. This, coupled with the emphasis on “formal experience” in leadership roles, creates an additional barrier for those from non-traditional educational or career backgrounds.


Cultural Biases and the Expat Experience


For expats navigating a new work culture in Denmark, the biases aren’t always visible, but they’re there. Phrases such as “Applicants should be familiar with the country’s corporate culture and business practices” might discourage expats who are still adjusting to local norms, even if they possess vast experience from their home countries. There’s also the risk of alienating international professionals with requirements like “Native Danish speakers only” or “Candidates must have local work experience.”


Additionally, expectations around work permits and local references further complicate the process for newcomers. Language bias, cultural biases, and immigration-related hurdles often make it difficult for international candidates to even get a foot in the door.


What Needs to Change: Raising Awareness Among Recruiters and Job Seekers


Job seekers need to recognize that biases are not always visible at first glance. The language used in job descriptions can send subtle but powerful messages about who is “qualified” or “fit” for a role. It’s important for job seekers—whether they’re women, neurodivergent individuals, expats, or people from diverse backgrounds—to approach these listings with a more open perspective. Don’t hesitate to ask questions. If a job posting feels intimidating or exclusionary, reach out to the hiring manager for clarification before self-eliminating.


On the other hand, recruiters and companies need to be more conscious of the language they use. It’s not just about avoiding overtly masculine or exclusionary terms; it’s about creating an environment that actively invites diverse candidates to apply. By using gender-neutral language, avoiding rigid statements, and offering flexibility for different needs, recruiters can open the door to a broader pool of talent.


Conclusion: The Power of Language in Shaping Work Culture


Biases in job descriptions are often invisible, but they are powerful. The language used in job ads plays a significant role in who feels qualified to apply and who doesn’t. These biases not only impact individuals but also contribute to broader systemic issues like the gender pay gap, inequality in career progression, and the underrepresentation of certain groups in leadership roles. As professionals, it’s essential that we recognize that both our intentions and interpretations might be biased, creating barriers. Therefore, it’s crucial to challenge them through self-inquiry, and speaking up or rephrase when necessary. Together, we can create a more inclusive and equal workforce in Denmark and beyond.


Here are 5 coaching questions directed at job seekers, recruiters, and hiring managers:


For Job Seekers:

  1. How can you identify and respond to subtle biases in job descriptions that might discourage you from applying?"

  2. What strategies can you use to highlight your qualifications and experiences, even if they don't perfectly match the job listing?


For Recruiters and Hiring Managers:

  1. What steps can you take to ensure the language in your job listings is inclusive and free from gendered or biased terms?

  2. How can you actively engage with diverse candidates to understand their unique qualifications and experiences beyond what's listed on their resumes?

  3. What training or resources can you provide to your hiring team to recognize and mitigate unconscious biases in the recruitment process?


For more reflections on my experience living abroad, my work on self awareness and my perspective on career transitions, follow me on:


Article written by Edith Escobedo

Photo by Wix media


Thanks for sharing your time with me!

Edith

 
 
 

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