Job descriptions contain the qualifications and criteria for the role and standardize expectations for job performance. Review the following guidelines to create inclusive job descriptions:

1. Ensure minimum qualifications are aligned with the responsibilities. Be selective about identifying minimum required qualifications as this may influence the diversity of the applicant pool.
2. Use inclusive, flexible language conveying that candidates with comparable transferable skills or knowledge can be considered (e.g., associate’s degree or equivalent education and experience).
3. Separate essential from non-essential qualifications. Carefully consider whether preferred qualifications are justified (e.g., consider whether candidates need to have an advanced degree for success in the position).
4. Carefully review language to eliminate unintentional bias. Avoid using his/her pronouns; instead, use “the incumbent.”
5. Avoid modifiers or criteria with gender-associated qualities (e.g., dominant, assertive). Use a tool such as the Gender Decoder to review your description for these words.
6. Include a departmental commitment to diversity. (e.g., experience working with a diverse population).
7. Focus on desired ability or skill instead of a personal trait (e.g., instead of mature, cooperative person, ask for ability to work effectively as a team member).
8. Write clearly, using common words and avoiding jargon and technical language.

When a job description is created or substantially updated, pay special attention to the position purpose and job qualifications since these will be posted on Brown’s Career Site. Submit job descriptions to your Recruitment Coordinator and Compensation Services to review the position and determine the grade.

Job Description guidelines, templates & other resources

Once the job description and staffing plan have been reviewed and the position is created in Workday, the HR Coordinator in the hiring department creates the job requisition to be posted. The requisition requires approval from several offices.

In addition, positions at Grade 9 and above with 25% or more of the job description comprised of financial responsibilities require a designee from University Finance and Administration to participate in the search and selection process. Similarly, subject matter experts are required for Grade 9 and above for information technology, communications, and grant/contract financial management positions. These mandated reviewers determine candidate qualifications for the position. If required, University HR will communicate the appropriate reviewer to the hiring manager and their preferred level of participation. Participation may range from full involvement in the selection and interviewing process to a simple resume review. All vacant staff positions must be posted internally before they are automatically posted externally.

Under certain limited circumstances, requests for a waiver of the posting process may be authorized and approved by the Director of Talent Acquisition and Employment Services. Please review the reasons when a waiver of posting is appropriate, as well as the Hiring Employees for Staff Positions Standard Operating Procedure.

^*Underutilization exists when a job group at Brown contains a smaller proportion of women or minorities than is indicated by their availability externally.