Job descriptions are one of the few HR documents that go fully public, get archived by third-party sites indefinitely, and can be cited directly in a discrimination complaint. Most problematic language isn't intentional — it's inherited from an old template nobody's reviewed in years.
Language that quietly signals discrimination
- Age-coded phrases. "Digital native," "recent graduate," or "energetic" can be read as age discrimination under the ADEA, even when unintentional.
- Gendered wording. Words like "rockstar," "ninja," or excessive use of masculine-coded adjectives measurably reduce women applicants, per multiple linguistics studies.
- Disability-exclusionary requirements. Physical requirements ("must be able to stand for 8 hours") that aren't actually essential functions of the role can trigger ADA claims.
- Pay transparency gaps. A growing number of states legally require a salary range in the posting itself — omitting one isn't just bad practice, it can be a violation.
Why this matters more in 2026
Job boards are scraped and archived. A posting you take down after a week can still surface in a plaintiff's discovery request months later. Treating the JD as a one-time marketing task instead of a compliance document is the most common blind spot we see.
Scan before you post
AskHrAI's free Job Description Analyzer scans any job description in seconds for discriminatory language, pay-transparency gaps, and ADA issues — no account needed. Paste it in, fix what it flags, then publish with confidence.