The authors propose that one institutional mechanism that might contribute to fewer women in traditionally male-dominated job is gendered wording used in job recruitment materials. Since 1973, job advertisements are no longer allowed to advertise specifically for men or women or use pronouns such as he or she. However, gender preferences can still be conveyed with more subtle cues such as traits and stereotypes typically associated with certain genders. For example, words such as competitive, dominant or leader are associated with male stereotypes, while words such as support, understand and interpersonal are associated with female stereotypes. Including gendered words in job advertisements could make the position seem less appealing to a certain gender, thereby limiting the applicant pool for these jobs.