How do you write an inclusive job posting? Read 7 tips
A good representation of women isn’t enough! We’ve seen how to write a job posting that appeals to people of all genders and helps you find your ideal candidate. But promoting diversity in organizations is about more than just having different genders on your team. What else can you do to create a job posting that appeals to a diverse range of people?
How do you write an inclusive job posting?
1. Inclusive imagery
Think about the images you use in your job postings and in your organization’s communications. Too often, visual content portrays a monoculture within the organization, which can discourage people who don’t fit that mold from applying. So, showcase your organization’s diversity in all your communications.
2. Explicit appreciation
Increasingly, job postings include a paragraph explicitly inviting people who do not conform to societal norms to apply. This sends a clear message and holds you accountable. Make sure to state why you are specifically inviting these groups to apply: not to check off your CSR boxes, but because you understand and recognize the value of cultural diversity.
3. Use inclusive words
Just as with gender-specific words, it’s important to choose words that appeal to a wide range of people. But what are inclusive words? Inclusive words are terms that appeal to a wide range of people and do not exclude any specific group. For example, use “employee” instead of “man” or “woman.” Terms like “team member” or “colleague” are also more inclusive. Avoiding jargon that is only understandable to certain groups also helps promote inclusivity. By using inclusive words, you show that you are open to diversity.
4. Facilities and employment conditions
In your job posting, mention the various facilities your organization offers, such as prayer rooms, lactation rooms, gender-neutral restrooms, and adapted meal options. Also consider employment conditions that are particularly beneficial for certain groups, such as a good work-life balance, the option to work from home, or the ability to trade in “bad days.” This communicates that there is room for everyone and that you are considerate of their challenges.
5. Age-related associations
Age discrimination still occurs in the recruitment and selection process, including in job postings. Of course, you shouldn’t mention a specific age, but it’s also ineffective to ask for recent graduates. Consider the amount of work experience you require for a position that could also be filled by an entry-level candidate. Trendy language about a young and fast-growing company can discourage older candidates from applying.
6. Diverse channels
Are you using the right channels to share your job posting? Try posting your job opening somewhere else! Colourful Jobs a good starting point to reach a broad and diverse network. Also consider platforms such as ‘Autitalent’ for talent on the autism spectrum, ‘Onbeperkt aan de slag’ for people with physical disabilities, or ‘Gendertalent’ for transgender individuals. Saying “they aren’t there” or “I can’t find them” are no longer credible excuses for a homogeneous team.
7. Feedback from your network
Have you optimized your job posting, but are you still unsure if it’s inviting enough for the cultural fit you’re looking for? Ask colleagues or people outside your company with a different perspective to read your job posting. How does the text come across to them? Would they apply, or do they see any pitfalls or blind spots? Recognize that you can never fully grasp everyone’s perspective and ask for help.
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