Creating Inclusive Job Descriptions and Job Ads

What is the importance of inclusivity in job descriptions?

Inclusivity from the start is key to attracting a diverse range of candidates. Consider who writes the job description and ensure it is reviewed by a range of people within the business to mitigate unconscious bias.

How can I write an inclusive job advert?

Language Matters: Use straightforward language and avoid jargon or slang that might alienate candidates.
Clarity and Conciseness: Keep adverts clear and focused on essential job requirements.
Gender-Inclusive Language: Avoid gender-coded words to ensure all genders feel included.
Avoid Age Bias: Focus on core competencies rather than years of experience and avoid age-specific phrases.
Cultural Sensitivity: Be mindful of phrases that could be racially or culturally insensitive.

What are some examples of gender-coded words to avoid?

Female-Coded Words: Agree, empathise, support, nurture.
Male-Coded Words: Independent, lead, assertive.

How can I avoid age bias in job adverts?

Avoid phrases like “young and energetic” or “digital native.” Instead, focus on the skills and competencies required for the role.

Why is it important to consider cultural sensitivity in job adverts?

Using culturally insensitive language can alienate potential candidates. Avoid phrases with negative historical connotations and be mindful of religious customs.

How can I make job adverts more inclusive?

Inclusive Perks: Use terms like “End of year party” instead of “Christmas party” to be more inclusive.
Value Alignment: Focus on “value alignment” or “cultural add” rather than “cultural fit.”
Welcoming All Abilities: Ensure job adverts are welcoming to candidates with physical, neurological, and mental health conditions. Avoid ableist language and indicate willingness to provide reasonable accommodations.

What are examples of ableist language to avoid in inclusive job descriptions and ads?

Travel Requirements: Instead of “Must be able to travel frequently,” mention accommodations for mobility issues.
Cognitive Requirements: Avoid phrases like “Must be able to think on your feet,” which could exclude people with cognitive disabilities.

How should I differentiate between essential and must-have skills when writing inclusive job descriptions and ads?

Clearly specify what is essential to perform the role and what skills are desirable but not mandatory. This helps in attracting candidates who meet the core requirements.

What should I include in a diversity, equity, and inclusion (DEI) statement?

A DEI statement on job adverts  demonstrates your commitment to creating an inclusive environment and shows that it’s important to the business. You could include DEI current initiatives, DEI goals, as well as  partnerships with DEI organisations.

Should I list salary or salary bandings on job adverts?

Yes, listing salary ranges promotes equality and fairness, helps narrow the gender pay gap, encourages an engaged workforce, and builds trust. Many applicants prefer to see salary information before applying.

For more detailed guidance on creating inclusive job descriptions and adverts, contact us for the full Truly Inclusive Recruitment document.

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