Job description bias checker: find gendered and exclusionary wording

Why it matters: Gaucher, Friesen, and Kay (2011) showed that masculine-coded language in job ads is more common in male-dominated fields and makes those roles feel less welcoming to women. Separate research on how people read requirements lists finds that applicants who do not meet every item — especially women — often skip the ad. The lists here are heuristics. A flag is a reason to reread a line, not a score of your team.

How it works

• Paste the job description (up to 10,000 characters) or tap Load example.
• Tap Check job description. Matching runs on your device against built-in word lists; nothing is sent.
• Read the score card, the highlighted copy, and the flag list. Each flag has a one-line why and a plain replacement.
• Copy a cleaned version, apply it to the box, or copy a plain-text report. The cleaned version only swaps phrases that have a safe one-for-one replacement, such as “rockstar” or “manpower”. Reword the other flags yourself.

What it does not do

• It does not use AI to rewrite your ad. The cleaned version only swaps a short list of phrases with a safe one-for-one replacement; single coded words stay flagged for you to reword.
• It is not a legal review. A flag is not a ruling that you have broken employment law.
• It does not store, send, or share the text you paste. The widget never makes a network request.

Frequently asked questions

What is gender-coded language in a job description?

Gender-coded language is wording that tracks masculine or feminine stereotypes — “dominant,” “competitive,” and “self-reliant” on one side, “supportive,” “nurturing,” and “collaborative” on the other. Gaucher, Friesen, and Kay (2011) found that masculine-coded ads are more common in male-dominated fields and make those jobs feel less appealing to women. This checker flags those words so you can reread them. You do not have to delete every match.

Is it illegal to use age-coded words in a job description?

In the US, the Age Discrimination in Employment Act does not ban words such as “young” or “digital native” by themselves, but ads that discourage people 40 and over can be evidence of discrimination. Phrases such as “10+ years” can also deter applicants and, in some jurisdictions, raise legal risk. Treat a flag as a prompt to check whether the wording is essential, not as a verdict.

Does removing masculine-coded words reduce applicant quality?

No published finding says that swapping “rockstar” for “skilled,” or “competitive” for “results-focused,” lowers the quality of who applies. The 2011 study found that masculine wording reduced women’s sense that they would belong; it did not make the job itself more selective. You still list the skills you need. You just say them in plainer words.

How long should a requirements list be?

Keep must-haves short and true. Long lists push people who miss one item to skip the ad, and that pattern shows up more for women. If you have more than about a dozen must-haves, move the rest to a nice-to-have list. This checker flags 12 or more bullets under a Requirements, Qualifications, Must have, or What you’ll need heading.

Is my job description stored?

No. The widget runs in your browser. There is no account, no email field, and no network request from the block itself. Clear the box when you are done if you are on a shared computer.

Which tools rewrite job descriptions automatically?

This checker does not rewrite the ad for you, other than a one-click swap of flagged phrases. For software that drafts or restyles job descriptions, see the job-description tools in the directory: Job descriptions. Read each listing before you buy; vendors change what an “AI rewrite” means.

Write better job ads with these tools: Job descriptions, Recruitment marketing, HR compliance. Costing the hire instead? Use the cost per hire calculator.