Writing Inclusive Job Descriptions to Attract Diverse Talent
Job descriptions are often the first point of contact between your organisation and potential candidates. If the wording isn’t inclusive, you could unintentionally put off talented people before they even think about applying.
Writing inclusive job descriptions is not a box-ticking exercise. It’s about showing that you value different backgrounds, experiences, and perspectives. Done well, your adverts can widen your candidate pool, support your diversity and inclusion strategy, and strengthen your employer brand.
This guide sets out practical steps to make your job descriptions more inclusive and appealing to a broader audience.
Why inclusive job descriptions matter
Inclusive job descriptions directly influence who applies for your roles. If your language, structure, or requirements feel biased, you risk narrowing your applicant pool.
Research from McKinsey and others shows that diverse teams are more innovative and perform better. But attracting that diversity starts with the words in your advert.
Ask yourself:
- Would someone from a non-traditional background feel welcome to apply?
- Does the advert signal that your workplace values different perspectives?
- Could the wording unintentionally discourage certain groups?
The answers often reveal small but important changes you can make.
Step 1: Watch out for biased language
Language is powerful. Certain words can unintentionally send signals about who “fits” and who doesn’t.
Examples:
- Gendered words like “dominant,” “aggressive,” or “nurturing” may appeal to some groups but deter others.
- Corporate jargon or acronyms might exclude early-career candidates or people from different industries.
Tools such as Gender Decoder can help you spot bias. But often it’s about asking whether each word is really necessary.
Instead of:
- “We’re looking for a rockstar project manager”
Try: - “We’re looking for an experienced project manager with strong organisational skills.”
The second version is clear, neutral, and easier for more people to connect with.
Step 2: Use inclusive pronouns and plain language
Job descriptions should be easy to read and accessible to everyone.
Tips:
- Use gender-neutral terms like “the successful candidate” or “they/them.”
- Avoid industry jargon that might confuse or alienate candidates.
- Keep sentences short and to the point.
For example:
- Replace “The ideal candidate will leverage synergies across business units” with “The successful candidate will work closely with teams across the business.”
The second version is clear, straightforward, and much easier for applicants to engage with.
Step 3: Focus on skills, not rigid backgrounds
Overly strict requirements can turn away talented people. Think carefully before writing “must have 10 years’ experience” or “degree from a top university.”
Ask yourself: is it the qualification you need, or the ability to do the job?
Examples of reframing:
- Instead of “BA required,” try “Strong written communication skills.”
- Instead of “10 years of sales experience,” try “Proven ability to build and maintain client relationships.”
This approach:
- Encourages applications from non-traditional backgrounds.
- Helps candidates with transferable skills see themselves in the role.
- Broadens your talent pool.
Step 4: Be clear about your commitment to diversity
A well-written diversity statement can make candidates feel welcome. But it must be genuine. Generic lines such as “we are an equal opportunities employer” often feel like an afterthought.
Stronger example:
“We value difference and welcome applicants from all backgrounds. We are committed to creating a workplace where everyone feels respected and supported.”
This shows that diversity is not a box-ticking exercise but a core value of your organisation.
Step 5: Make accessibility a priority
Accessibility is often overlooked in job adverts. But it can make a real difference.
Practical steps:
- Use clear headings and bullet points to break up long paragraphs.
- Check that your adverts are screen-reader friendly.
- Make sure job descriptions display well on mobile as well as desktop.
- Use plain, simple language to support non-native English speakers.
Accessibility helps everyone, not just specific groups. An advert that is easy to read is more likely to attract quality applicants.
Step 6: Highlight flexible and inclusive benefits
Benefits send a strong signal about your organisation’s values. If they only appeal to a narrow group, you may discourage great candidates.
Inclusive benefits might include:
- Flexible working hours and hybrid options.
- Enhanced parental leave for all parents.
- Employee assistance programmes or wellness support.
- Mentorship and career development opportunities.
Mentioning flexibility is especially important. Candidates with caring responsibilities, health conditions, or different working styles often prioritise flexibility when choosing roles.
Step 7: Test, review, and learn
Inclusivity isn’t a one-off task. It’s an ongoing process.
Ways to review your job descriptions:
- Ask employees from different backgrounds to give feedback.
- Run A/B testing to see which adverts attract a more diverse pool.
- Track application data by gender, ethnicity, and other diversity markers where appropriate.
This data-driven approach helps you refine your adverts over time and shows where you’re making progress.
Quick checklist for inclusive job descriptions
Before posting your next role, ask:
- Have I removed biased or gendered language?
- Is the advert written in plain, accessible English?
- Do the requirements focus on skills rather than rigid qualifications?
- Have I clearly stated our commitment to diversity?
- Is the advert easy to read, online and on mobile?
- Have I highlighted inclusive and flexible benefits?
If you can tick most of these boxes, your advert is far more likely to resonate with a diverse audience.
Final thought
Inclusive job descriptions are not about changing what you expect from candidates. They’re about making sure talented people from all backgrounds feel encouraged to apply.
By focusing on clear language, accessible design, and genuine commitments, you can reach a broader range of candidates and strengthen your organisation’s reputation as a fair and inclusive employer.
Small changes in how you write job adverts can open the door to bigger changes in who applies, who joins, and who thrives in your workplace.
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