In schools and universities, men are overrepresented in leadership relative to their representation in the lower and middle levels of the organization. For example, there is a much larger percent of men in principalships—about 48%—relative to the percent of men who are teachers (about 21%). Similarly, women outpace men in earning doctoral degrees but only 23% of college and university presidents are women. Outside of education, only one in five C-suite executives is a woman, which is low but represents a significant increase over the last two decades.

Because of these gender imbalances at the upper levels of many organizations, the people most likely to write job postings are men. We all have our blind spots, of course. But what you may not know is the language in your job posting may signal to women that they are not qualified for your open position, that they have to adopt traditionally masculine characteristics to be successful, or that your organization is not welcoming to women.

Instead, consider using these questions to check and revise your job description before posting it. You never know what qualified women you might miss if your job posting implicitly suggests that the position is only for men.

Does your job posting use insider language or terms?

Insider terms like, “hacker,” “badass,” or “ninja” may suggest that your job is designed for men. Women may not associate with a ninja and so they may not apply. Instead, focus on the qualifications of the job such as education, years of experience, or disciplinary experience. You might say, for example, “The candidate has completed a Bachelor’s degree, possesses at least three year of professional experience, and has extensive experience managing diverse projects and teams.”

Does your job posting use male-coded words, like “confident,” “driven,” or “aggressive”?

Women are far less likely to apply for a job if they see adjectives that tend to be associated with men. Similarly, avoid words that are coded for women and do not have an equivalent for men (e.g., “feisty” or “sassy”). On the other hand, opt for synonyms that do not have a gendered code. Some examples might be: “goal-oriented” or “motivated.”

Does your job posting use words that signal individuality or community?

If your job posting uses words that seem to value individuality—think “independent” or “leadership”—you may miss out on women applicants. Instead, opt for a balance to words that indicate your value for individuality and community. To do that, include words like, “cooperate,” “collaborate,” or “support.”

Does your job use gender-neutral pronouns?

Instead of using, or even alternating, the pronouns “she” and “he” in your job posting, consider referring to the candidate in a gender-neutral way. You might try, “their,” “you,” or “the candidate.”

Does your job explicitly list the position’s family or flexibility benefits?

Women may forego an application if they are not clear on the benefits that will allow them to both do a great job and uphold their care responsibilities. Instead, provide explicit information about your family or leave benefits, or provide information for how candidates can find out more. Bonus: List the starting range for the salary!