How to Create an Inclusive Job Posting

two women in business attire sitting and talking in an office

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In today’s fast-paced, diverse world, fostering inclusivity in the workplace is not just the right thing to do; it’s essential for attracting top talent.

If you’re looking to make your job postings more inclusive, you’re in the right place! Here at META, we understand the importance of inclusivity and are here to guide you through crafting the perfect inclusive job post.

1. Use Neutral Language

Avoid using gendered terms like “salesman” or “waitress.” Instead, opt for gender-neutral titles like “salesperson” or “server.” This simple change can make a huge difference in encouraging a diverse range of applicants.

2. Highlight Your Company’s Commitment to Diversity

Make sure candidates know that you value diversity. Include statements that emphasize your commitment to creating a diverse and inclusive work environment. For example: “At [Your Company], we are dedicated to fostering an inclusive environment where every individual is valued.”

3. Avoid Unnecessary Requirements

List only the essential qualifications and skills. Sometimes, employers inadvertently add requirements that can limit the pool of candidates. For instance, insisting on a specific degree when years of experience could be equally valuable. Alternatively, asking for decades of experience can exclude younger applicants who may be just as capable.

4. Offer Flexible Working Options

More and more, job seekers are valuing flexibility in their roles. Offering options like remote work, flexible hours, or job-sharing can appeal to a broader range of candidates, including those with caregiving responsibilities or disabilities.

5. Include an Equal Opportunity Statement

End your job posting with a clear statement that your company is an equal opportunity employer. This assures potential applicants that they will be considered regardless of race, gender, religion, disability, or any other non-merit factor.

6. Be Mindful of Unconscious Bias

Unconscious biases can inadvertently seep into job postings. Words like “aggressive” might appeal more to male applicants, whereas “collaborative” might attract a broader audience. By being aware of these nuances, you can craft a job description that doesn’t inadvertently favor one group over another.

7. Highlight Support Systems and Initiatives

Does your company offer mentorship programs, workshops, or training sessions that support underrepresented groups? Mentioning these can be a strong indicator to potential candidates that your company doesn’t just talk the talk but walks the walk when it comes to inclusivity.

8. Make the Application Process Accessible

Ensure that your application process is accessible to everyone, including those with disabilities. This could mean offering alternative application methods, ensuring your website is screen-reader friendly, or providing contact details for candidates who may need assistance during the application process.

9. Ask for Feedback

Once you’ve crafted your job posting, get a second opinion. Share it with diverse groups within your organization or circle to gather feedback. This can help ensure that your posting is genuinely inclusive.