How to Create More Inclusive Job Ads
A job ad is a keystone to attracting qualified new employees to your company and is often the first impression they get of your company culture and the emphasis you place on diversity, equity and inclusion (DEI). Recent research by Glassdoor found that more than 3 in 4 employees and job seekers (76%) report a diverse workforce is an important factor when evaluating companies and job offers. With that said, employers must ensure their commitment to DEI is conveyed in their job ads, or risk missing out on top talent.
Here are our top tips for writing inclusive job ads which will help you attract qualified candidates, benefit from a diverse and inclusive workplace, and protect you in the event of litigation.
Welcome disabled workers
Inclusive job ads should avoid language that may exclude disabled workers, and include reasonable accommodations such as remote work or flexible hours. Be clear and deliberate in your wording to show that your organization values and welcomes all candidates. Instead of “must have own car”, try “must have access to reliable transport”, and “must be able to lift 50lbs” is more inclusive when written as “moves boxes weighing up to 50lbs”.
Avoid gender-coded words
Without even realizing it, we all use language that is gender-coded. When gender-coded words appear in a job ad, they can lead applicants to the conclusion that the job is better suited to the opposite sex, and prevent them from applying. To ensure this doesn’t happen to you, avoid the most common gender-coded words in your job ads as much as possible:
Masculine-Coded Words. Aggressive, driven, ambitious, decisive, fearless, assertive, independent, battle, analytical, determined, logic, dominant, outspoken, challenge, competitive, superior.
Feminine-Coded Words. loyal, collaborate, sensitive, connect, feel, support, honest, trust, commit, interpersonal, understand, compassion, nurture, share, enthusiastic.
Likewise, using superlatives like “outstanding”, “world-class” and “expert” to excess can dissuade women from applying, as they are typically more collaborative than competitive. Women are also much less likely to apply if they don’t meet 100% of the job requirements, so make sure you only include what is absolutely necessary.
Remove racial bias
Like gender-coded language, racial bias can be implicit. Pay close attention to the words and phrases you use, as unconscious bias is all-too-common in job ads.
Avoid:
the use of words and phrases like ‘blacklist’, ‘grandfathered in’, ‘cakewalk’, ‘oriental’, and ‘brown bag lunch’, which are rooted in racism
the phrase “native English speaker”. A more inclusive way to say this is “Fluent (or proficient) in English”
all racially-biased words related to immigrants - ‘illegals’, ‘illegal immigrant’, or ‘migrant’, for example. Instead, use ‘undocumented immigrant’, ‘immigrant’ (in place of migrant), or ‘refugee’
phrases like “clean shaven”, which may exclude applicants on the basis of religion (not to mention gender!)
Finally, never mention race or origin in a job ad.
Attract experienced workers
Avoid discouraging experienced workers from applying to your company by making sure you don’t use exclusionary words or phrases, or ageist stereotypes. Don’t ask for GPA or SAT scores as this suggests that only recent grads will be considered.
Avoid words and phrases like:
“Party atmosphere”
“Young team”
“Energetic” or “High energy”
“Recent college graduate”
“No more than X years of experience” - this could get you sued
“Junior” or “Senior” (only as part of a job title)
Showcase your company’s commitment to DEI
Don’t hold back in showing off your DEI efforts. Does your company offer career mentorship? Do you conduct annual DEI training? Do you celebrate diverse holidays? Provide an overview in your job ad, and direct interested applicants to your website to learn more.
Studies have shown that inclusive, diverse companies are more likely to succeed. Inclusive job ads offer you a higher chance of recruiting the right people to build a thriving, inclusive workplace, and are an affirmation of your company’s commitment to cultivating a more diverse, equitable, and inclusive workplace.