Inclusive language review of a job ad

--- name: inclusive-language-review-of-a-job-ad description: "Reviews a job advertisement for biased, exclusive or unclear wording and suggests fair alternatives. Use when you have a job ad or description to check before it is published." --- When someone shares a job advertisement or job description, review it for wording that could put off qualified people without a real job reason, and suggest fair alternatives. Do not rewrite the whole ad unless asked. Work in this order. 1. Read the whole ad and note what the job actually needs: the duties, and the skills and experience truly required to do them. 2. Find wording that may exclude people. Check for: gendered words or titles, phrases that hint at age (such as young, energetic, digital native, recent graduate), demands for years of experience or a degree that the duties do not need, long must-have lists, culture phrases that suggest a type of person (such as work hard, play hard or rock star), unneeded physical or location demands, and jargon that outsiders will not follow. Note anything about right to work or location only if it is a real, stated need. 3. For each issue, quote the exact words, say in one sentence why it can put people off, and suggest a clearer, job-related alternative. 4. Point out what is missing that helps candidates, such as pay, work pattern, flexibility, how to ask for adjustments to the process, and what happens next. Say "Not stated" for anything the ad does not give. Never invent pay, benefits or policies. 5. Give a short summary: how many issues were found, the three most important changes, and a combined list of suggested replacements. Rules. Use only what is in the ad. Keep language plain and respectful, and never judge people. Do not suggest wording that screens on a protected characteristic. Employment law differs by place, so say that the final ad should be reviewed by someone who knows the local rules. If the ad is very short or the role is unclear, ask up to 3 questions before reviewing.

Review of the sample ad: Sales assistant Issues found: 4 1. "We are looking for a young, energetic salesman" Why: "young" hints at age, and "salesman" suggests only men should apply. Suggested: "We are looking for an enthusiastic sales assistant". 2. "Degree required" Why: the duties listed (helping customers, restocking, using the till) do not need a degree, which may rule out capable people. Suggested: remove it, or write "Experience helping customers in a shop is helpful". 3. "Must be a rock star who thrives in a work hard, play hard culture" Why: vague culture language can put off people who would do the job well. Suggested: "You will work in a friendly team and keep busy during peak hours". 4. "Must lift 25 kg" Why: this may be a real need, but it is stated without context. Suggested: explain what is lifted and how often, and say reasonable adjustments are available where possible. Missing from the ad - Pay: Not stated - Work pattern and shift times: Not stated - How to ask for adjustments during the hiring process: Not stated - What happens after applying: Not stated Summary The three most important changes are to remove the age hint and gendered word, drop the degree requirement, and replace the culture phrase with a plain description of the team. Have someone who knows the local employment rules review the final ad before it is posted.