How to Write Inclusive, Effective Job Descriptions That Attract Top Talent

Creating inclusive job descriptions is one of the most powerful, and often overlooked, steps organizations can take to widen their talent pool, reduce bias, and build stronger, more diverse teams.

But inclusive hiring doesn’t begin with interviews, it begins with how we describe the role. Here’s how to craft job postings that are clear, accessible, and compelling to qualified candidates from all walks of life.

A person typing on a laptop

1. Use Plain, Inclusive Language

Aim for a Grade 6–8 reading level. Use everyday terms, avoid jargon, and write in plain language to ensure your posting is easy to understand for candidates who are neurodivergent, multilingual, or newer to the workforce.

💡 Tip: Run your draft through a reading-level tool or inclusive language checker like Textio or the Gender Decoder.

2. Make It Accessible

Ensure documents are screen-reader friendly by:

• Using built-in styles and headings in Word

• Adding alt text to images

• Saving as an accessible PDF (not a “Print to PDF”)

This supports candidates who use assistive technologies and creates a better experience for everyone.

3. Start With What Matters Most

Clearly state:

• Work location and setting (e.g., remote, hybrid)

• Travel requirements (locations and % of time)

• Salary range

• Key benefits and perks

• Accessibility and accommodation supports

• How the role contributes to your organization’s mission

This transparency builds trust and reduces guesswork for candidates managing caregiving, disabilities, or financial planning.

4. Structure Responsibilities for Clarity

Limit responsibilities to 8–12 and group them under 3–5 clear themes (e.g., Leadership, Operations, Compliance). Start each point with why it matters, followed by what the person will do and how.

Example:

“Ensure a safe, clean workplace by completing daily sanitation checks and promptly addressing hazards.”

This makes the work relatable and motivating.

5. Rethink Qualifications

Stick to 5–7 essential qualifications and separate “must-haves” from “nice-to-haves.”

Avoid:

• Requiring a fixed number of years of experience

• Demanding Canadian experience unless legally required

• Biased language that masks subjective expectations (e.g., “must be professional”). Instead, be specific about the behaviours required, such as “ability to communicate respectfully under pressure.”

• Vague or broad physical requirements (e.g., “must be able to lift 50 lbs”). Instead, be precise and accommodating:

  • Explain why the task is necessary (e.g., “to move product safely from warehouse to delivery truck”).

  • Indicate how it can be done (e.g., “using a dolly, lift assist, or team support”).

  • Include a statement about accommodations (e.g., “If you require accommodation to meet any of these requirements, we encourage you to contact us so we can explore a suitable solution.”)

6. Close With Purpose

Clarify how to apply, reinforce your commitment to EDI, and make sure applicants know accommodations are available.

Adding an employee testimonial or a brief “Why Work Here” section can go a long way in helping candidates picture themselves on your team.

7. Leverage Technology Thoughtfully

Use tools like Microsoft Copilot or ChatGPT to improve clarity, structure, and inclusiveness. Try prompts like:

• “Organize these responsibilities into themes.”

• “Rewrite qualifications to remove bias and clarify impact.”

• “Simplify this posting to an 8th-grade reading level.”

Bottom Line:
Inclusive job descriptions aren’t just about compliance, they’re a strategic tool for attracting the best talent and building an equitable workplace.

When done right, they tell a powerful story: that your organization values fairness, clarity, and belonging, right from the start.

Want support reviewing or revising your job postings? We can help you craft descriptions that align with best practices, remove bias, and reflect the values of your organization. Reach out to learn more.