7 Tips for Writing an Inclusive Job Posting

Truth talk – job ads speak volumes. For example, certain words in a job posting could inadvertently communicate to job seekers that your organization doesn’t value diversity, equity or inclusion. Women, LGTBQ folks, people of colour, people with disabilities need not apply.  

But we’re pretty sure your organization doesn’t want to send that message. That’s why we’ve outlined 7 tips for writing a more inclusive job advertisement. Check out the tips below.
 

1. Use inclusive and non-gendered language  

Gendered words are still part of a lot of job applications. When writing a job posting avoid using the pronouns “he” or “she” and instead choose “you”. The “you” pronoun includes all genders and sexual orientations. It also helps the employee to relate to the position more. 

You can check your advertisement for gender-coded language, by using this gender decoder.   

 

2. Get back to the basics  

Research shows that women feel they need to meet 100% of the job requirements before applying, while men often apply after only meeting about 60% of the requirements. So, to strike a good balance of male, female and even non-binary applicants, be sure that your job posting clearly outlines what’s essential for the role versus what are “nice-to-haves.” You can also highlight areas where candidates can simply be trained to use certain systems or software – or engage their transferable skills when performing certain tasks.  

 

3. Share salary information  

On Monday, November 6, the Ontario government announced that it plans to require salary ranges to be included in job postings.  
Posting salaries in job descriptions not only signals that an employer is trusting and transparent, but it means that there’s more likely to be parity in salaries across staff since they are made open to other potential colleagues and the public. Additionally, prospective employees no longer have to prove their worth by negotiating an appropriate salary.  
 

  4. Be transparent about AI  

Generative AI, for all its advancements, has the potential to exacerbate latent bias. After all, historical data is what AI tools will be trained on so there’s a chance that historical prejudices could be baked into the algorithms. Which is why HR and employers should let applicants know that AI tools are part of the hiring process. Under new legislation, Ontario employees could be required to disclose this information in job postings soon.  
 

5. Win over your seasoned talent! 

Did you know that by 2030, 150 million jobs will comprise of workers over the age of 55? To attract more experienced workers, be sure to avoid words in your job listings that specifically deter older candidates from applying. Some words to avoid: 

• “Young and energetic”, “ninja”, “rockstar” as such words can dissuade more experienced workers from applying. 

• “Digital native” as it excludes candidates born before the eighties.  

• “No more than X number of years required.” While setting a minimum experience level is acceptable, closing the loop at a certain number of years can ward off older workers by letting them know that they will be overqualified. But this doesn’t consider a worker who is pivoting their career or looking to scale back their career seniority. 

 

6. Don’t neglect your neurodiverse talent and candidates with disabilities 

Are your job postings welcoming to workers of all abilities including your neurodiverse candidates? A surefire way to guarantee that your job posting is reflective of your company’s DEI values is by including information about your accommodations like flexible hours, quiet workstations, and remote-working policies in your job ads.  

Also, avoid using ableist language in your postings:  

• “speak” (“communicate” is better) 

• “see” (“identify”, “assess” and “discover” are better) 

• “carry” (“move” is better) 

• “type” (record, input, write) 

 

7. Emphasize your commitment to DEI 

Highlight the importance of being open and honest about parental leave, flexible working practices, accommodations, and other perks. Make it clear if you have any initiatives in place to create an inclusive and diverse workplace. By showcasing these benefits and DEI initiatives, you will become a more enticing choice for the diverse talent of job seekers out there – which is a huge benefit not only to candidates but your organization as a whole.