As a general rule, employers should avoid language that would discourage someone from applying to a job because of a protected class, says employment law attorney Michael Blum of the firm Foster Swift Collins & Smith PC.

Suggesting a preference for a certain race, age or gender can get you in trouble. For example, avoid phrases like “young and energetic,” “new college grads” or “able-bodied workers.”

Another thing to be careful about is word-of-mouth recruiting. The EEOC warns employers that asking a non-diverse workforce to recruit new hires can be discriminatory since that will often result in a pattern of non-diverse hires. It’s a good idea to use your current employees’ connections only if you have a diverse bunch.

Here are some tips, provided by Kimberly Nerpouni, SPHR, VP of Talent Acquisition and People Operations, to help ensure job ads are on the up and up:

• If your company has diversity and inclusion initiatives and/or commitment, consider mentioning them in the job posting. This can signal to candidates that your organization values diversity.
• Avoid using gendered language and choose gender-neutral terms. For example, use “salesperson” instead of “salesman” or “waitstaff” instead of “waitress/waiter.”
• Clearly outline the skills, qualifications, and experience required for the job. Focus on what is necessary to perform the job successfully rather than personal characteristics.
• Refrain from using terms that may imply a preference for a specific age group. For example, use “entry-level” or “experienced” instead of specifying a particular number of years of experience.
• Evaluate whether certain requirements are truly necessary for the role, including specific educational requirements. Avoid including qualifications that may disproportionately exclude certain groups of candidates. If not essential for the role, consider if alternative qualifications or experience may be acceptable.
• Use gender-neutral pronouns like “they” or “their” instead of assuming gender. For example, “The ideal candidate will demonstrate their ability to…”
• Stay away from phrases that could be interpreted as discriminatory or exclusionary. For instance, avoid terms like “young and dynamic” or “recent graduates preferred.”
• Review your job descriptions for unconscious bias. Consider using tools that analyze language for bias or have diverse teams provide input on job postings.
• Include an equal opportunity statement in your job postings to convey your commitment to a diverse and inclusive workplace. For example, “We are an equal opportunity employer and encourage candidates from all backgrounds to apply.”
• Test your job postings with a diverse group of individuals to gather feedback on language and content. This can help identify any unintentional biases.

A job posting shouldn’t focus on a particular person or type of person but rather should focus on what is required for that job.

Accurate representation of a job, instead of the type of person that could do that job, is far more objective when recruiting.

• Don’t use pronouns or other language that would imply this.
• Don’t mention age or physical condition (unless truly a need for key duties of the position, such as the ability to lift a certain amount of weight).
• Provide ways for applicants to apply with different access to technology.
• Consider what qualifications are truly needed for the position.
• Be sure to state that you’re an Equal Opportunity Employer.