Inclusive Job Descriptions for Nurses: Tips and Templates
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.
The Need for More Diversity in Nursing
While many facilities recognize the importance of building diversity, equity, and inclusion (DEI) in the workplace, nursing has historically not been a 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 diversity and inclusion efforts when hiring, recruiting, and implementing strategies to retain nursing staff.
Why Does Inclusive Language Matter for Recruitment?
So, why should facilities focus on incorporating inclusive language into their job descriptions? Beyond the fact that 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 the culture from the way it’s written.
Even unintentionally biased language in the posting can deter highly qualified candidates from applying, since they may not feel welcomed or valued. Therefore, writing inclusive job descriptions is an important way to dismantle common stereotypes and make nursing roles more appealing to underrepresented groups.
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 templates illustrating how you incorporate more inclusive language into your job adverts.
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 using 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 that helps you decode the language in your postings.
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Template Language |
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| DON’T say: | DO say: |
| She will carry out duties as assigned. | They will carry out duties as assigned. |
| We’re looking for a caring nurse. | We’re looking for a hospice nurse. |
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.
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Template Language |
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| DON’T say: | DO say: |
| Seeking young and energetic nurses. | Seeking nurses to join our thriving team. |
| Our ideal candidate is an older nurse. | Our ideal candidate has 5+ years of clinical experience. |
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.
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Template Language |
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| DON’T say: | DO say: |
| English must be your first language. | Candidates must be fluent in English. |
| Native Spanish speakers preferred. | Working proficiency in Spanish is a plus. |
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.
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Template Language |
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| DON’T say: | DO say: |
| Must be able to lift up to 50 pounds. | Must be able to move up to 50 pounds. |
| Must write nursing notes into medical charts. | Must input nursing notes into medical charts. |
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? IntelyCare 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.