Rights & obligations · Job ads & descriptions · Art. 4, 5
Neutral words, comparable jobs.
Job titles, adverts and job descriptions decide who applies and how a role is valued. Write them about the work, not about a personality.
What the Directive requires
- Vacancy notices and job titles are gender-neutral (Art. 5).
- Recruitment processes are non-discriminatory (Art. 5).
- The pay range or starting pay is given before the interview, and pay history is not asked for (Art. 5); see Before hiring.
- Pay structures rest on objective, gender-neutral criteria, and relevant soft skills must not be undervalued (Art. 4).
Why wording matters
In a series of studies, Gaucher, Friesen and Kay (2011) found that adverts with more masculine-coded words, such as “competitive”, “dominant” or “assertive”, were rated as less appealing by women and gave them a weaker sense of belonging. The wording did not change how capable women felt for the role. It changed whether they wanted it.
| Often masculine-coded | Neutral alternative | Often feminine-coded |
|---|---|---|
| Competitive, dominant | Goal-oriented, takes the lead on X | Supportive, nurturing |
| Assertive, forceful | Represents positions clearly | Gentle, warm |
| Rockstar, ninja | Experienced specialist in X | Caring, sympathetic |
| Fearless, aggressive targets | Ambitious, measurable targets | Committed, loyal |
| Strong, independent | Works independently on X | Collaborative, interpersonal |
The aim is balance and precision, not removing every word with a connotation. Describe what the job requires, with concrete tasks, instead of a personality.
Job ad checklist
- 01
Title
Taken from the job architecture, gender-neutral, with the level the role really has. In German adverts, add (m/w/d) or use a neutral form.
- 02
Pay
A good-faith range from the band in use, or the collective pay group if it reflects the value of the work.
- 03
Tasks
Five to seven main tasks, written as activities, not traits.
- 04
Requirements
Separate what is essential from what is helpful; every essential requirement should follow from the tasks.
- 05
No proxies
No “young, dynamic team”, no “native speaker” unless the role truly needs it, no photo or age requested.
- 06
Application form
No field for current or previous pay.
- 07
Same everywhere
The same title, range and requirements on every channel.
Job descriptions are evaluation input
Job evaluation can only be as neutral as the descriptions it rates. Descriptions of work done mainly by women often under-describe demands that are real: emotional effort in care roles, coordination across many stakeholders, responsibility for people's wellbeing, interruptions and time pressure. Descriptions of technical roles often over-describe equipment and under-describe communication.
- Use one structure for every role: purpose, main tasks and responsibilities, technical skills, communication requirements, working conditions.
- Describe the role, never the current jobholder.
- Name effort and working conditions explicitly, so they can be rated (Art. 4).
- Check evaluation manuals and factor descriptions for gender-stereotyped wording, not only adverts.
- The EU toolkit on gender-neutral job evaluation offers free guidance on describing undervalued demands.
Job titles carry legal weight
A job title can be contractually protected where it sets a function, value or hierarchical position, not just a label. A new architecture does not by itself allow an employer to change a contractually promised position. Plan the title structure early, so existing titles can be harmonised gently, with the works council involved where titles are linked to grades.
Questions
What does “gender-neutral job title” mean in practice?
A title that does not imply a sex: “chair” rather than “chairman”; in German, a neutral form or the addition (m/w/d).
Is gender-coded language illegal?
Not each word on its own, but adverts must be gender-neutral and recruitment non-discriminatory (Art. 5), and one-sided wording can serve as an indication of discrimination.
Do we have to rewrite all job descriptions?
Not all at once. Start with the roles you evaluate or advertise next, and use one structure from then on.
Can software check adverts for coded language?
Yes, word-list tools based on Gaucher et al. help as a first check. They do not replace a review of whether requirements follow from the tasks.
Does the salary history ban affect application forms?
Yes. Remove any field asking for current or previous pay.
Further reading
Gaucher, D., Friesen, J., and Kay, A. C. (2011). Evidence that gendered wording in job advertisements exists and sustains gender inequality. Journal of Personality and Social Psychology, 101(1), 109 to 128.
Gaucher, Friesen and Kay (2011) · PDF EIGE toolkit: gender-neutral job evaluation