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How can you make your job postings more inclusive?

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Inclusive hiring is not only a matter of social responsibility and diversity, but also a strategic advantage for any organization. By attracting and retaining talent from different backgrounds, perspectives, and experiences, you can foster innovation, creativity, and performance. However, to reach a wider and more diverse pool of candidates, you need to make your job postings more inclusive. Here are some tips on how to do that.

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Matthieu Bruckert

?? Conférencier & Formateur, Expert RSE / ESG ??
Raksha Rani

Senior Recruiting Specialist | Talent Acquisition | Account Management | Skill Trades | Manufacturing Industry |…

1 Use gender-neutral language

One of the easiest ways to make your job postings more inclusive is to avoid using gendered words or pronouns that may exclude or discourage some applicants. For example, instead of saying "he/she", "him/her", or "his/her", use "they", "them", or "their". Instead of using terms like "salesman", "fireman", or "chairman", use "salesperson", "firefighter", or "chair". You can also use online tools like Gender Decoder or Textio to check and improve the gender-neutral tone of your job postings.

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Michael Kennedy

HR Consulting for Small Business Owners & Startups ? Author
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It's vital to note that in the United States, under Title VII of the Civil Rights Act of 1964, it is unlawful to discriminate based on sex, which includes using gender-specific job titles that indicate a preference for one gender. Ensuring non-discriminatory language not only fosters a diverse workplace but also maintains compliance with the law.

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2 Avoid unnecessary requirements

Another way to make your job postings more inclusive is to eliminate or reduce any requirements that are not essential for the role or that may create barriers for some applicants. For example, instead of asking for a specific degree or certification, you can focus on the skills and competencies that the candidate needs to have. Instead of requiring a certain number of years of experience, you can emphasize the results and achievements that the candidate should demonstrate. Instead of limiting the location or schedule of the role, you can offer flexibility and remote options if possible.

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3 Highlight your commitment to diversity

A third way to make your job postings more inclusive is to showcase your organization's commitment to diversity, equity, and inclusion (DEI) in your employer brand and culture. For example, you can mention your DEI policies, initiatives, and goals in your job postings and on your website. You can also feature testimonials, stories, and images of your diverse employees and teams. You can also indicate how you support and value different groups and identities, such as women, people of color, LGBTQ+, veterans, people with disabilities, etc.

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Raksha Rani

Senior Recruiting Specialist | Talent Acquisition | Account Management | Skill Trades | Manufacturing Industry | Working towards CHRP
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Promote Equal Opportunities to all Reinforce your organization's commitment to providing equal opportunities to all candidates regardless of their background, gender, ethnicity, or any other characteristic.

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4 Use inclusive design and formatting

A fourth way to make your job postings more inclusive is to use design and formatting elements that make your job postings easy to read, understand, and access for all applicants. For example, you can use clear and simple language, short sentences and paragraphs, bullet points, headings, and white space to improve readability. You can also use plain fonts, contrasting colors, and alt text to enhance accessibility. You can also use responsive design and mobile-friendly formats to ensure that your job postings can be viewed on different devices and platforms.

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5 Solicit feedback and improve

A fifth way to make your job postings more inclusive is to solicit feedback from different sources and use it to improve your job postings and hiring process. For example, you can ask your current employees, especially those from underrepresented groups, to review and suggest changes to your job postings. You can also ask your applicants, especially those who declined or dropped out, to share their opinions and experiences with your job postings and hiring process. You can also use data and analytics to measure and monitor the diversity and quality of your candidate pool and hires.

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Matthieu Bruckert

?? Conférencier & Formateur, Expert RSE / ESG ??
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Effectivement, le meilleur moyen de vous assurer de l'efficacité de votre stratégie d'inclusion au moment du recrutement c'est d'interroger les gens concernés : ceux que ont lu vos annonces de recrutement, les personnes qui ont participé aux entretiens et qui ont ensuite été embauchées, ou ont essuyé un refus. Dans le cadre d'une stratégie RSE plus globale toutes les parties prenantes identifiées sont susceptibles de vous aider à avoir des retours, vous proposer des axes d'amélioration et mesurer vos progrès.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Raksha Rani

Senior Recruiting Specialist | Talent Acquisition | Account Management | Skill Trades | Manufacturing Industry | Working towards CHRP
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In today's diverse and dynamic job market, it's crucial for organizations to ensure that their job postings are not only attractive but also inclusive. Creating inclusive job postings involves providing prospective candidates with clear details about the industry, location, pay range, and shifts. By doing so, we not only set the stage for informed decisions but also encourage a diverse pool of applicants to engage and learn more about the exciting opportunities available. Let's delve into how transparent and explicit job postings can positively impact your hiring process and contribute to a more inclusive workforce.

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Dr. Friederike Koerting

Spectral Geologist | Hyperspectral Imaging Specialist | Passionate Communicator | Entrepreneur in Sustainable Mining
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One thing I felt was positive when reading it in a job application was something along the lines of "We understand that not one person will check all the boxes in this job posting. Similarly, we’re not able to think of all the wonderful things a new employee, such as yourself, could bring to our table. Do you see yourself enjoying and excelling in the tasks that are described here? Or do find that your experience would fit with the position even if not it's specifically listed as a skillset? Then please apply - even if you don’t check all the boxes right away." While I don't know if it's proper practice to do so, I liked the approach.

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How can you make your job postings more inclusive?

1

2

3

4

5

6

1 Use gender-neutral language

2 Avoid unnecessary requirements

3 Highlight your commitment to diversity

4 Use inclusive design and formatting

5 Solicit feedback and improve

6 Here’s what else to consider

Human Resources

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How can you make your job postings more inclusive?

1

2

3

4

5

6

1 Use gender-neutral language

2 Avoid unnecessary requirements

3 Highlight your commitment to diversity

4 Use inclusive design and formatting

5 Solicit feedback and improve

6 Here’s what else to consider

Human Resources

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