Hidden codes in the wording and presentation of job announcements can lead to the unintentional exclusion of certain groups of people and, as a result, to them not even applying for an advertised position. Job profiles may contain gendered language, such as adjectives that are culturally or unconsciously associated with one gender or that discuss the “ideal” candidate using masculine pronouns. Even as the application process continues, so-called “unconscious bias” can unintentionally disadvantage people who do not match the supposed ideal image regarding characteristics that are not relevant to the job. Eliminating stereotypes in the recruitment and promotion process starts with making people aware of them. This can be done cost-effectively and is very likely to lead to better personnel decisions.