Stop Losing Candidates: The Recruiter's Guide to Inclusive Language
By
Liz Fujiwara
•
Nov 4, 2025
Inclusive language ensures that everyone feels respected, represented, and valued by avoiding biased or exclusionary terms. It plays a crucial role in creating environments where individuals from all backgrounds can feel a genuine sense of belonging. In today’s diverse workplaces, particularly within recruitment and hiring, inclusive language is more than just a communication best practice as it’s a reflection of organizational values and culture.
This guide explores why inclusive language matters, especially in the context of recruitment, and provides practical strategies for incorporating it into job descriptions, interviews, and everyday communication. By adopting inclusive language, companies can attract a wider range of qualified candidates, build stronger relationships, and contribute to a more equitable and empathetic workplace.
Key Takeaways
Inclusive language is vital for fostering a respectful workplace culture that values diversity and enables all employees to thrive.
Implementing inclusive language in recruitment processes increases candidate engagement and broadens the talent pool, improving the overall quality of hires.
Regularly auditing and updating language practices is essential for maintaining an inclusive environment that promotes equity and respect across all levels of an organization.
Understanding Inclusive Language
Inclusive language is a cornerstone of building a workplace where diversity thrives. It aims to avoid terms and phrases that are racist, sexist, or biased, and instead promotes equity, diversity, and inclusion. It involves recognizing various identities such as race, gender, culture, and neurodiversity, and acknowledging the importance of each group in fostering a more respectful and psychologically safe environment.
The words we choose in everyday communication play a crucial role in shaping a workplace culture that values all employees. When we incorporate inclusive language, we send a powerful message to employees and candidates that their diverse identities are respected and valued. This, in turn, fosters an inclusive environment where everyone feels they belong and can contribute their best work.
Inclusive language is not only about avoiding offensive terms but also about actively choosing words that respect and affirm diverse expressions of gender identity and sexual orientation. It requires mindfulness and a willingness to learn and adapt our language to be more inclusive. This effort is essential in creating a workplace where all individuals, regardless of background, feel respected and valued.
Promoting inclusive language helps dismantle existing hierarchies, leading to a more equitable and inclusive workplace. This approach benefits not only individuals within the organization but also strengthens the overall culture, making it a more attractive place for top talent.
Implementing inclusive language is an ongoing effort that requires commitment from everyone in the organization. It begins with recognizing the power of language in shaping workplace culture and being intentional about making meaningful changes to everyday communication.
Goals of Inclusive Language
The primary goal of inclusive language is to build a culture that respects and values diverse identities. This involves listening to how people prefer to identify themselves and respecting those choices. Whether it’s gender identity, sexual orientation, or cultural background, acknowledging and using the terms individuals prefer helps create an environment where everyone can express their true identities without fear of marginalization.
Inclusive language also seeks to avoid assumptions by steering clear of defaults that may alienate individuals. For example, using gender-neutral language ensures that everyone, regardless of gender identity, feels included. This approach is essential for preventing the marginalization of nonbinary and gender-diverse individuals and for promoting a more inclusive and welcoming environment.
Leaders play a vital role in fostering inclusivity by actively cultivating an understanding of diverse experiences. By listening to employees and incorporating inclusive language into daily interactions, leaders set the tone for a culture that respects and values all identities. This not only supports a more inclusive workplace but also enhances the overall employee experience.
The Importance of Inclusive Language in Recruitment
Incorporating inclusive language into recruitment processes is crucial in today’s diverse workplace. It improves the candidate experience by making applicants feel valued and respected. When job descriptions and interview processes use inclusive terms, candidates from underrepresented groups are more likely to feel that the organization is a place where they can thrive.
Inclusive language in recruitment also helps attract a broader range of candidates. Using gender-neutral language and avoiding exclusionary phrases allows companies to reach a more diverse talent pool. This not only improves the quantity of applications but also the quality, as diverse perspectives contribute to more innovative and effective teams.
Moreover, using inclusive language sends a clear message about the company’s commitment to diversity and inclusion. It demonstrates that the organization values equity and is actively working to create an inclusive environment for all employees. This approach can strengthen the company’s reputation and make it a more appealing destination for top talent.
These changes empower recruiters to build a more inclusive hiring process, benefiting both candidates and the organization. It’s a win-win that leads to better hiring outcomes and a more diverse and dynamic workforce.
Benefits of Inclusive Language in Hiring
Inclusive hiring practices support better decision-making by incorporating diverse perspectives into the recruitment process. When job descriptions use inclusive language, they attract a wider range of candidates, enriching team dynamics and fostering a more innovative work environment.
Incorporating inclusive language in job descriptions can also improve candidate perceptions and application rates. When candidates see themselves represented in job postings, they are more likely to apply and feel valued from the beginning. This not only increases the number of applications but also enhances the overall quality of hires.
Organizations that cultivate inclusive cultures often see improved employee performance. When employees feel that their identities are respected and valued, they are more engaged and motivated to contribute their best work, drawing strength from their cultural backgrounds and personal pride. This leads to higher productivity and greater organizational success.
How to Implement Inclusive Language in Job Descriptions
Creating job descriptions that attract a diverse range of candidates requires the use of inclusive language. One effective method is to replace exclusionary phrases with inclusive alternatives. For instance, instead of using “manpower,” use “workforce” or “personnel.” Similarly, “chairman” can be replaced with “chairperson” or “chair,” and “mankind” with “humankind.”
These small changes make job descriptions more welcoming and inclusive. They not only help attract a wider range of candidates but also communicate a clear commitment to diversity and inclusion. It’s a simple yet powerful way to make a meaningful impact on your recruitment process.
Additionally, using plain language in job descriptions prevents misunderstandings and promotes clarity, especially in diverse settings. This is particularly important for English language learners, individuals from different cultural backgrounds, and those with limited English proficiency.
Implementing inclusive language in job descriptions isn’t a one-time task as it requires ongoing effort and mindfulness. Regularly reviewing and updating job descriptions to ensure alignment with inclusive values is essential for maintaining an equitable recruitment process.
Non-Gendered Language Examples
Using non-gendered language in job descriptions is key to creating an inclusive environment. One way to do this is by listening to and affirming how individuals and communities refer to themselves. For example, normalizing the sharing of pronouns in email signatures and profiles helps foster an inclusive atmosphere.
It’s also best to avoid using the term “preferred pronouns,” as it implies a choice about one’s gender identity. Instead, simply say “pronouns” and respect the individual’s identity. If you’re uncertain about a person’s pronouns, politely ask—this demonstrates respect and a willingness to learn.
Certain idiomatic expressions can reinforce stereotypes and should be replaced with straightforward language. For instance, instead of saying “man hours,” use “work hours.” These small adjustments can make a meaningful difference in creating an inclusive and respectful environment.
Avoiding Stereotypes and Culturally Appropriative Phrases
Avoiding stereotypes and culturally appropriative phrases in job descriptions is essential for fostering inclusivity, particularly for marginalized communities, including Native Americans. Common idioms can be harmful when they carry negative historical connotations or create communication barriers. For example, phrases like “third world” should be replaced with “developing countries” to avoid negative stereotypes, implicit biases, and outdated terminology.
Certain expressions in job descriptions may unintentionally perpetuate cultural stereotypes and should be carefully reviewed for potential impact. Speaking plainly and avoiding jargon helps ensure that messages are clear and accessible to all applicants.
Replacing gendered phrases such as “guys” with “everyone” also helps promote inclusivity. While these changes may seem minor, they can have a significant impact on making all candidates feel welcomed and respected.
Promoting Inclusive Language in Interviews
Promoting inclusive language in interviews is essential for creating a respectful and welcoming environment for candidates. Respectful questioning encourages candidates to feel valued and understood, fostering an inclusive atmosphere. Using person-first and identity-first language during interviews demonstrates respect for individual identities and preferences.
Incorporating inclusive language in interviews can significantly improve the candidate experience and promote a culture of respect and fairness. This approach not only helps attract top talent but also supports retention by making candidates feel valued from the very beginning.
Inclusive language enables interviewers to foster more positive and respectful conversations with candidates. This helps build a strong employer brand and attract diverse talent to the organization.
Person-First and Identity-First Language
Person-first language focuses on the individual rather than their disability, while identity-first language emphasizes the disability as a core part of identity. For example, saying “person with a disability” instead of “disabled person” shows respect for individual differences.
It is important to ask respectfully and in an appropriate setting when uncertain about someone’s racial identity. Similarly, if you are unsure about an individual’s gender identity, ask politely rather than assume. This approach demonstrates respect and helps create an inclusive interview environment.
Using person-first and identity-first language in interviews encourages a more inclusive and respectful dialogue. It ensures that candidates feel valued and respected for their authentic selves, resulting in a more positive interview experience.
Addressing Disability Status Respectfully
Addressing disability status respectfully is critical to promoting inclusivity during interviews. Using neutral language and prioritizing personal terminology preferences when addressing individuals with disabilities prevents stigmatization and fosters respect. For example, instead of using “hearing impaired,” it is often more respectful to say “deaf person” if that aligns with the individual’s preference.
Employers should also avoid using language that reinforces stereotypes about disabilities. Terms such as “crazy” should be replaced with alternatives like “wild” or “unusual” to avoid stigmatizing mental health conditions. Similarly, instead of labeling someone as an “addict,” using “person with a substance use disorder” is more appropriate and respectful.
By being mindful of language when discussing disabilities, employers can create a more inclusive and considerate interview environment. This not only enhances the candidate experience but also reinforces the organization’s commitment to diversity and inclusion.
Leveraging AI for Inclusive Hiring at Fonzi
At Fonzi, leveraging AI for inclusive hiring is a game-changer. Fonzi employs multi-agent AI to improve the hiring process by automating key tasks and ensuring fairness in candidate selection. This approach addresses the challenges tech companies often face, such as slow hiring cycles, limited recruiter bandwidth, and inconsistent candidate quality.
Fonzi’s multi-agent artificial intelligence streamlines essential functions like screening, fraud detection, and structured evaluation while allowing recruiters to focus on high-touch, human-centered work. This balance ensures that the hiring process remains efficient, fair, and inclusive at every stage.
By adopting AI in their hiring workflows, recruiters can improve their ability to attract and evaluate diverse talent without losing control over decision-making. This hybrid approach empowers recruiters to maintain a personal connection while benefiting from the precision and speed that AI provides.
Screening and Evaluation with AI
Fonzi’s AI technology assists recruiters by efficiently screening candidates and enabling a more objective evaluation process. These AI systems streamline assessments by automating initial screenings, minimizing human bias, and promoting fairer evaluations for every candidate.
Fonzi’s technology evaluates candidates by analyzing structured data from applications, significantly reducing the potential for bias in the hiring process. This systematic approach helps identify top candidates based on standardized metrics rather than subjective judgments.
By leveraging AI for screening and evaluation, recruiters can dedicate more time to personalized candidate interactions, ensuring the hiring process is both efficient and inclusive. This method not only improves the quality of hires but also supports a more diverse and dynamic workforce.
Balancing AI and Human Oversight
Balancing AI with human oversight is crucial for maintaining fair and inclusive hiring practices. While AI can streamline repetitive tasks and reduce bias, humans bring empathy, critical thinking, and contextual understanding to the decision-making process. This collaboration between AI tools and human evaluators harnesses the strengths of both, leading to more equitable and well-rounded hiring outcomes.
Fonzi’s multi-agent AI supports recruiters by automating screening and evaluation while promoting inclusivity and fairness. However, final hiring decisions should always include human oversight to ensure that individual circumstances and context are fully considered.
Balancing AI with human input allows recruiters to benefit from technological efficiency while keeping the process fair, inclusive, and human-centered. This approach improves hiring outcomes and reinforces the organization’s commitment to diversity and inclusion.
Creating an Inclusive Workplace Culture
Creating an inclusive workplace culture is essential for attracting and retaining top talent. Inclusive language plays a vital role in fostering environments where diverse identities can thrive. By adopting inclusive language in recruitment and interviews, organizations can enhance their ability to attract a wide range of candidates and demonstrate a strong commitment to diversity.
Using inclusive language in interviews helps create a welcoming atmosphere for candidates from diverse backgrounds. This broadens the talent pool and supports a workplace culture that is open and inclusive for all individuals. Leaders should model inclusive communication as a way to promote and establish inclusive language throughout the organization.
Regular audits of workplace communication are necessary to ensure inclusivity and adapt to evolving diversity needs. Continuously evaluating and updating language practices helps organizations maintain an inclusive environment that respects and values every employee.
An inclusive workplace culture not only benefits employees but also strengthens the overall company culture and organizational success. It leads to higher levels of engagement, satisfaction, and productivity, making the organization a more appealing destination for top talent.
Learning and Development Initiatives
To navigate evolving language around identity and community, it’s important to stay informed about inclusive communication practices. Using inclusive language can significantly improve employee engagement, leading to a more satisfied and committed workforce. This not only enhances morale but can also reduce turnover rates.
Companies that prioritize diversity and inclusion often see benefits such as:
Increased workplace innovation through varied perspectives
Training that includes insights from individuals who have experienced stereotypes, making it more impactful
The use of plain language in job descriptions to improve clarity and prevent misunderstandings in diverse settings
Regularly auditing company language is essential for creating a more inclusive environment. By continuously reviewing and updating communication practices, organizations can ensure they are fostering a culture of respect and belonging.
Leadership's Role in Inclusivity
Leaders play a key role in promoting inclusive language by leading through example, sharing insights, and encouraging openness. By modeling inclusive communication, leaders set the tone for a culture that respects and values all identities. This helps build a more inclusive workplace and enhances the overall employee experience.
Positive peer influence can also promote inclusive language by encouraging learning and helping individuals identify and address implicit bias. Training that includes voices from those who have experienced exclusion or stereotyping makes lessons more authentic and meaningful. A strong commitment to inclusive language can positively impact a company’s reputation, attracting top talent that values workplace diversity.
Fostering a culture of inclusivity leads to a more engaged and motivated workforce. This not only improves employee satisfaction but also contributes to the long-term success of the organization.
Auditing Language in Recruitment
Auditing language in recruitment is essential for:
Aligning job postings with inclusive values
Attracting diverse applicants
Reducing the risk of discrimination claims by promoting fairness and respect throughout the hiring process
Regularly reviewing and updating job postings to reflect inclusive values is crucial for maintaining an equitable recruitment process.
Replacing gendered job titles with gender-neutral alternatives helps create a more inclusive environment for all applicants. For example, using “server” instead of “waiter” or “waitress” promotes gender neutrality in job descriptions. Emphasizing inclusivity as a key value helps integrate it into the broader workplace culture.
Regular audits of recruitment language ensure that organizations maintain an inclusive and respectful hiring process. This not only enhances the candidate experience but also strengthens the organization’s reputation as an inclusive and equitable employer.
Summary
Inclusive language is a powerful tool that can transform the recruitment process and help build a more diverse and dynamic workforce. By incorporating inclusive language into job descriptions, interviews, and everyday communications, recruiters can attract a broader range of candidates and foster a more inclusive environment.
The benefits of inclusive language in recruitment are extensive. It improves candidate perceptions, increases application rates, and cultivates more innovative and effective teams. Organizations with inclusive cultures often experience higher levels of employee engagement and performance, making them more appealing to top talent.
In conclusion, adopting inclusive language is not just a best practice; it’s a strategic necessity for organizations aiming to thrive in today’s diverse workplace. By making intentional changes to language and communication practices, companies can create a more inclusive and respectful environment for all employees. Let’s embrace this opportunity to stop losing candidates and start building a more inclusive, equitable, and dynamic workforce.
