Writing Inclusive Job Descriptions to Attract Diverse Talent

Creating inclusive job descriptions goes beyond simply ticking boxes. It’s about demonstrating that your organisation values diverse perspectives and experiences. The language you use in job adverts plays a significant role in whether candidates feel encouraged to apply or unintentionally deterred. This guide will help you craft job descriptions that appeal to a wider range of candidates while reflecting your commitment to diversity in the workplace.

Why Does It Matter?

Inclusive job descriptions are key to attracting diverse talent. Research consistently shows that diverse teams perform better, innovate more, and solve problems more effectively. Since a job advert is often a candidate’s first interaction with your organisation, it’s essential to ensure that it conveys a welcoming, fair, and unbiased message.

Identify and Remove Biased Language

The words you use in a job description matter. Certain terms can unintentionally signal that some candidates may not belong. For instance, gendered terms like “assertive” or “nurturing” can alienate candidates who don’t identify with those traits. Tools like Textio or Gender Decoder can help identify biased language, allowing you to replace gendered or overly specific phrases with more neutral alternatives. This small change can have a big impact on the inclusivity of your advert.

Use Inclusive Pronouns and Language

Incorporating inclusive language is vital to ensure that your job description doesn’t inadvertently exclude any group. Opting for gender-neutral terms such as “they/them” or “the successful candidate” helps to avoid any assumptions about gender. Additionally, it’s important to be mindful of jargon that might confuse non-native speakers or early-career professionals, ensuring your language is clear and accessible to all.

Emphasise Skills Over Background

Rigid requirements related to education or experience can discourage talented candidates, particularly those from non-traditional backgrounds. Instead of focusing on arbitrary qualifications, emphasise the essential skills and competencies needed for the role.

For example, replacing “Must have 10 years of experience” with “Proven ability to manage complex projects” highlights the skills that are truly necessary. Focusing on transferable skills also opens the door to candidates from diverse industries or career paths, making your pool of applicants broader and more inclusive.

Clearly State Your Commitment to Diversity

Candidates want to know that your organisation values diversity and inclusion. Including a diversity statement in your job description is an important way to demonstrate this commitment. For example, “We welcome applicants from all backgrounds and are committed to fostering an inclusive workplace” clearly communicates your organisation’s values. It’s essential that this statement feels genuine and aligns with your organisation’s core beliefs, rather than using a generic, one-size-fits-all phrase.

Ensure Accessibility

Accessibility should be a priority when creating job descriptions. Formatting your advert in a way that’s easy to read and understand can help ensure that it’s accessible to a wider range of candidates. Use bullet points and clear sections to break up the text and make it easier to scan. Ensure that your job descriptions are compatible with screen readers and accessible on various devices. Using plain, simple language will also make your advert more inclusive and understandable, particularly for non-native speakers.

Highlight Flexible and Inclusive Benefits

Inclusive benefits are a clear signal that your organisation is committed to meeting the diverse needs of your workforce. Mentioning flexible work arrangements, such as remote work or adaptable hours, can attract candidates who need a more flexible work-life balance. Highlighting benefits like parental leave, wellness programmes, and employee resource groups shows that you value the well-being of your staff. Additionally, showcasing opportunities for professional development and mentorship can demonstrate your investment in the growth of all employees, further supporting an inclusive environment.

Test and Review Your Job Descriptions

Regularly reviewing your job descriptions ensures they remain inclusive and effective. To do this, have a diverse group of employees or external reviewers assess your postings for potential biases. A/B testing can also be a helpful tool to see how different versions of a job description resonate with applicants. Tracking data on applications, such as the diversity of your candidate pool, will help you evaluate the impact of your inclusivity efforts and guide future improvements.

Conclusion

Writing inclusive job descriptions is an ongoing process that requires attention to detail and intentionality. By focusing on language, accessibility, and authenticity, you can attract a broader range of talent and reinforce your organisation’s commitment to diversity. Start by reviewing your current job descriptions and consider how you can make them more inclusive. The talent you’re looking for may be just one inclusive job description away.

 

I originally wrote this article for The HR Guys

 

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