How should the position be described? Avoid any text that might unconsciously lead to the consideration of men rather than women or vice versa or otherwise appears to exclude applicants.

Assessment criteria should be transparent and assessable in a consistent manner and not leave room for diverse interpretations.
Give due consideration to the choice of words in assessment criteria to avoid unconsciously bringing to mind one gender rather than another.
What are the minimum qualifications? Unnecessarily high requirements may deter potential applicants who are not explicitly encouraged to apply.
Give due consideration to weighting the various criteria where this may impact on gender equality; for example, research contra teaching.

Where an announcement is placed affects how widely the position becomes known and who has the opportunity to apply.

Ensure that the information is widely disseminated and not solely announced through networks.
Are special channels called for to reach underrepresented groups?
The application period may send a signal whether an internal applicant is already being considered or whether external applications are welcomed. Avoid very short application periods and if too few candidates apply, extend the deadline.
Contact all listed potential applicants.
Include information regarding the university’s gender-equality/equal opportunities policies in all announcements.

Handbook. Gender-sensitive Design of Criteria ad Recruitment. Eva Lübke, Manuela Aye, Andrea Wolffram, Georgi Apostolov, Clare O’Hagan, Valentina Chizzola, Gülsün Saglamer, Mine G. Tan, Hülya Çaglayan, (2015). EU: Festa, Female Empowerment in Science and Technology Academia. Tillgänglig på: Appointment and Promotion Processes in Academiahttp://www.festa-europa.eu/public/handbook-gender-sensitive-design-criteria-and-recruitment-appointment-and-promotion-processes (Links to an external site.)

Hundra möjligheter att rekrytera utan att diskriminera. Det här säger forskningen. (2016) Solna: Diskrimineringsombudsmannen. Tillgänglig på:https://www.do.se/globalassets/stodmaterial/stod-hundra-mojligheter-rekrytera-utan-diskriminera2.pdf (Links to an external site.)

Salminen-Karlsson, Minna & Fägerlind, Gabriella (2012). Lärobok för rekryteringsgrupper på universitet och högskolor. Uppsala: Uppsala universitet. Tillgänglig på: https://www.uhr.se/globalassets/_uhr.se/lika-mojligheter/dj-projektredovisningar-och-rapporter2/dj-larobok-rekryteringsgrupper.pdf