Organisations are increasingly recognising that diverse teams drive innovation, improve decision-making, and better reflect the communities they serve.
Yet many companies struggle to attract diverse candidates, often due to barriers embedded within their job descriptions. Creating inclusive job postings is a crucial first step in building a more diverse workforce.
How to Write Inclusive Job Descriptions That Appeal to Diverse Talent?
The Hidden Barriers in Traditional Job Descriptions
Many job descriptions inadvertently exclude qualified candidates through coded language and unrealistic requirements. Research shows that job postings containing masculine-coded words such as “competitive,” “aggressive,” or “dominant” tend to deter women from applying.
Similarly, extensive lists of “essential” qualifications often discourage candidates from underrepresented groups, who may be less likely to apply unless they meet every single criterion.
Age bias can also creep in through phrases like “digital native” or requirements for specific years of experience that may exclude older candidates. Meanwhile, unnecessarily complex language or industry jargon can alienate candidates from different educational or cultural backgrounds.
Crafting More Inclusive Language
The foundation of an inclusive job description lies in its language. Replace masculine-coded terms with neutral alternatives, “collaborative” instead of “aggressive,” or “analytical” rather than “competitive.”
Focus on the skills and behaviours you genuinely need rather than cultural fit, which often translates to hiring people similar to existing team members.
Be specific about what you’re looking for whilst avoiding unnecessary jargon. Instead of seeking a “rockstar developer,” describe the actual technical skills and project experience required. This clarity helps all candidates better understand whether they’re suited for the role.
Rethinking Requirements and Qualifications
Distinguish between essential requirements and desirable attributes. By clearly separating must-haves from nice-to-haves, you encourage a broader range of candidates to apply.
Consider whether degree requirements are truly necessary. Many roles can be performed excellently by candidates with alternative qualifications, apprenticeships, or relevant experience. Similarly, examine whether specific years of experience are essential or simply traditional expectations.
Highlighting Your Commitment to Diversity
Modern job seekers, particularly those from underrepresented groups, actively look for signals that an organisation values diversity and inclusion. Include a genuine diversity statement that goes beyond legal requirements to demonstrate your commitment to creating an inclusive workplace.
Mention specific benefits that support work-life balance, such as flexible working arrangements, parental leave policies, or professional development opportunities. These details signal that you understand the fact that diverse employees may have different needs and circumstances.
Allen Associates, a leading recruitment agency, has observed that companies implementing these inclusive practices see a significant increase in applications from diverse candidates, often improving the quality of their talent pipeline whilst reducing time-to-hire.
Measuring Success and Continuous Improvement
Track the diversity of your applicant pool to understand whether your inclusive job descriptions are working. If you’re still seeing homogeneous applications, revisit your language and requirements. Consider using inclusive writing tools or seeking feedback from diverse team members during the drafting process.
Creating truly inclusive job descriptions requires ongoing effort and attention. However, the investment pays dividends through access to wider talent pools, improved team dynamics, and better business outcomes.
By removing barriers and using welcoming language, organisations can take a significant step towards building the diverse teams that drive success in our interconnected world.
