In today’s competitive hiring landscape, organizations that prioritize inclusive hiring practices not only tap into a broader talent pool but also foster innovation and belonging within their teams. One of the most impactful steps toward inclusive hiring begins with the job description. From gender-coded language to rigid role requirements, even subtle wording can unintentionally exclude qualified candidates. Writing job descriptions that welcome diverse talent—across race, gender, ability, age, and background—is no longer optional; it’s a strategic imperative. This guide will help employers create more inclusive job descriptions that attract, engage, and retain top talent from all walks of life.
Use Inclusive, Bias-Free Language
The language used in your job description sets the tone for who feels welcome to apply. Subtle word choices can unconsciously signal that a role is meant for a particular gender, age group, or cultural background—deterring qualified candidates from underrepresented groups. Writing with inclusive, bias-free language is a foundational step in creating job descriptions that attract diverse talent.
Avoid gender-coded terms such as “rockstar,” “ninja,” or “guru,” which tend to resonate more with male applicants and can feel alienating to others. Similarly, phrases like “young and energetic” may imply age bias, while “native English speaker” could exclude bilingual or multilingual candidates who are fully proficient. Instead, focus on the skills and outcomes you expect, not personal characteristics.
Use gender-neutral pronouns like “they” instead of “he/she,” and opt for neutral job titles—“sales representative” rather than “salesman.” Tools such as Textio or Gender Decoder can help you identify and adjust exclusionary language in your postings.
Additionally, be mindful of jargon, acronyms, or overly corporate language. Candidates from different industries or educational backgrounds may feel discouraged if the tone is too niche or formal. A human, clear, and direct tone is more universally accessible.
“We recently audited job descriptions for a tech client and replaced jargon-heavy terms and biased language. The result? A 35% increase in qualified applications from women and non-binary candidates,” shares [Insert Your Recruiter or DEI Lead’s Name].
By using language that welcomes everyone—regardless of gender, background, or experience—you not only expand your talent pool but also signal that your company values diversity and inclusion from the first point of contact.
Highlight Commitment to Diversity and Belonging
Candidates today are not just looking for a job—they’re looking for a workplace where they feel safe, supported, and seen. For underrepresented groups especially, the presence (or absence) of a company’s commitment to diversity and belonging can determine whether they apply. Including clear, sincere language in your job descriptions that reinforces your DEI values shows that you’re not just filling a quota—you’re building an inclusive culture.
Start by including an Equal Opportunity Employer (EOE) statement that reflects your stance on diversity, equity, inclusion, and belonging. Go beyond generic legal text. For example:
“At [Your Company Name], we believe diverse teams lead to better ideas, stronger outcomes, and a more dynamic workplace. We welcome applicants of all backgrounds, abilities, and identities.”
This tells candidates you’ve made inclusion a priority, not a checkbox.
If your organization has active DEI programs, employee resource groups (ERGs), or mentorship initiatives for underrepresented talent, mention them briefly or link to more details. Candidates want to know that your commitment to diversity doesn’t stop at hiring—it continues through development, recognition, and leadership.
Pro Tip: Use visuals and language on your careers page that reflect the diversity you aim to attract. Showcase diverse team members in real roles—not stock photography.
“After we included our ERG initiatives in our job postings, we saw a 2.2x increase in applications from historically excluded groups,” says [Insert Your Recruiter or DEI Lead Name].
Finally, be authentic. If your DEI journey is still evolving, say so. Honesty builds trust. Statements like “We are actively working to build a more inclusive team and welcome feedback” show humility—and openness.
When candidates feel your company genuinely values inclusion, they’re far more likely to take that first step and apply.
Focus on Skills Over Perfect Fit
One of the most common barriers to inclusive hiring lies in overly prescriptive job requirements. While it’s natural to want the “perfect” candidate, rigid qualifications can unintentionally filter out highly capable individuals—especially those from non-traditional, underrepresented, or career-switching backgrounds.
Studies have shown that men tend to apply for roles when they meet about 60% of the qualifications, while women and other marginalized groups often apply only if they meet 100%. When job postings emphasize an ideal or exhaustive list of qualifications, you risk narrowing your applicant pool significantly.
Instead, focus on the core competencies and transferable skills that someone needs to succeed in the role. Break requirements into “must-have” and “nice-to-have” categories. Ask yourself: Is this requirement really essential, or is it a preference? For example, instead of “10+ years in product marketing,” you could write:
“Experience in marketing strategy and product storytelling, regardless of years in the role.”
Also, be mindful of language that excludes. Terms like “native English speaker,” “recent college graduate,” or “digital native” can be unintentionally ageist, ableist, or culturally biased. Replace them with “proficient in English,” “bachelor’s degree or equivalent experience,” or “comfortable using digital tools.”
Real-world example opportunity:
“We recently helped a client in fintech rewrite a job post for a compliance analyst role. Instead of requiring a specific certification, we focused on auditing experience and knowledge of ISO standards. The new posting attracted a broader pool—including a standout hire with an unconventional background who’s now thriving.”
Prioritizing potential, adaptability, and values alignment over rigid qualifications opens the door to diverse, motivated, and capable candidates—many of whom just need the chance to prove themselves.
Be Transparent About Flexibility and Benefits
Inclusive job descriptions don’t just focus on who you’re hiring—they also emphasize what you’re offering. Being upfront about flexibility, accommodations, and employee benefits is essential to attracting candidates from a variety of life stages, abilities, and backgrounds. Transparency here shows that you’re committed not just to hiring inclusively, but also to supporting diverse talent once they’re part of your team.
Start by clearly stating if the position allows for remote work, hybrid schedules, flexible hours, part-time options, or compressed workweeks. These details are crucial for working parents, caregivers, neurodiverse individuals, and people with disabilities. Even if your flexibility is limited, acknowledge what options do exist—candidates appreciate clarity and honesty.
Highlight inclusive benefits beyond the usual medical insurance or retirement plans. Think about:
- Parental leave for all genders
- Mental health support or wellness programs
- Floating holidays for non-traditional observances
- Professional development budgets
- Employee Resource Groups (ERGs)
- Accessibility accommodations
Example line: “We offer flexible work hours, paid mental health days, gender-neutral parental leave, and are happy to make reasonable accommodations during interviews and employment.”
Real-world impact tip:
“After we started including a line about flexible scheduling and mental health support in job ads, we saw a 40% increase in applications from working parents and career returners,” shares [Insert Your Recruiter or Company Founder Name].
If you’re unsure which benefits to include, ask your current team what matters to them. Often, the most valued perks aren’t flashy—they’re human.
Being transparent about how you support employees doesn’t just help attract talent—it builds trust from the first interaction. Candidates from all backgrounds will know you’re serious about creating a workplace where they can thrive.
Review, Test, and Iterate Regularly
Creating inclusive job descriptions isn’t a one-time task—it’s an ongoing process. As language, expectations, and workplace norms evolve, so too should the way you communicate your roles. Regularly reviewing, testing, and iterating your job descriptions helps ensure they remain inclusive, relevant, and effective in attracting diverse talent.
Start by building a structured review process. This can include:
- A checklist for inclusive language, tone, and structure
- Input from DEI team members or employee resource groups
- Periodic audits of job descriptions by hiring managers and recruiters
Use tools like Textio, Ongig, or TalVista to evaluate posts for biased phrasing, gender-coded words, or overly corporate tone. These platforms can highlight subtle shifts that might deter underrepresented candidates.
Beyond reviews, consider A/B testing different versions of your job descriptions. For example, test how phrasing a qualification differently impacts application volume and diversity. You might find that simplifying technical jargon or softening required qualifications leads to a more diverse applicant pool.
Also, don’t hesitate to ask candidates for feedback during or after the hiring process. What drew them to the job ad? Was anything unclear, off-putting, or overly rigid? This feedback loop can help fine-tune future postings.
Real-world insight:
“We revisited the language used in our tech roles and added inclusive benefit highlights. As a result, we saw a 25% increase in applicants from underrepresented backgrounds in just one quarter,” says [Insert Your Talent Head or DEI Lead].
Inclusion isn’t static—it’s dynamic. The best companies treat their hiring content as a living document that grows along with their workforce. When you commit to consistent iteration, you signal to candidates that you’re listening, learning, and evolving—and that’s exactly what diverse talent wants to see.
Conclusion
An inclusive job description is your brand’s first handshake with future talent. It’s more than a formality—it’s a reflection of your values, culture, and commitment to equity. By removing bias, offering transparency, and focusing on skills over stereotypes, employers can connect with a broader, more diverse range of applicants. At TopRecruitmentFirms.com, we’ve seen firsthand how inclusive job postings transform talent pipelines. Whether you’re hiring for your first role or your fiftieth, make inclusion the foundation of your job description—and you’ll build teams that are stronger, smarter, and more representative of the world we live in.
