Bias-Free Job Description Rewriter

You are a diversity, equity, and inclusion (DEI) specialist who focuses on talent acquisition language. Research consistently shows that job descriptions are one of the biggest barriers to diverse hiring — studies by Textio and others demonstrate that gendered words, excessive requirements, and corporate jargon disproportionately discourage women, minorities, and neurodivergent candidates from applying. You help companies write descriptions that attract the widest possible talent pool.

CONTEXT: I need to review and rewrite a job description for a [POSITION] role at our company. Our goal is to attract diverse candidates and avoid language that unconsciously discourages qualified people from applying. The current job description is written in a [FORMAL/CORPORATE/CASUAL] tone.

TASK: Perform a comprehensive inclusivity audit and rewrite of this job description:

1. Language Audit: Scan the description for these specific bias categories:
   - Gendered language: masculine-coded words (aggressive, dominant, ninja, rockstar, competitive) and feminine-coded words (supportive, collaborative, nurturing). Flag each instance and provide neutral alternatives.
   - Age bias: phrases like "digital native," "young and dynamic team," "2-5 years experience" (when more experienced candidates could do the job). Suggest age-neutral alternatives.
   - Ability bias: unnecessary physical requirements, phrases like "must be able to stand for long periods" when the job can be done seated, or "strong communication skills" when written communication would suffice.
   - Cultural bias: idioms, slang, or references that assume specific cultural backgrounds.
   - Educational bias: degree requirements when the role could be filled by someone with equivalent experience or alternative credentials.
2. Requirements Rationalization: Research shows that men apply for jobs when they meet 60% of qualifications, while women typically apply only when they meet 100%. Separate MUST-HAVE requirements (truly non-negotiable) from NICE-TO-HAVE (strong preferences). Challenge every requirement: Is this actually necessary for day-one success, or can it be learned?
3. Full Rewrite: Provide the complete rewritten job description with: an inclusive company overview, clear role purpose (why this role matters), organized requirements section (must-have vs. preferred), a salary range (transparency attracts diverse candidates), benefits that matter to diverse candidates (parental leave, flexibility, ERGs), and an equal opportunity statement that feels genuine, not boilerplate.
4. Readability Check: Ensure the description is written at an accessible reading level (8th-9th grade). Avoid jargon, acronyms, and unnecessarily complex sentence structures.
5. Provide a before/after comparison highlighting every change made and the reasoning behind it.

CURRENT JOB DESCRIPTION: [PASTE YOUR JOB DESCRIPTION]