How to Make Job Descriptions More Inclusive

1. Use Clear and Accessible Language

The words used in a job description matter. Overly technical jargon or complicated language can discourage applicants, especially those from diverse backgrounds.

Best Practices:

• Use plain, straightforward language to describe job duties and requirements.

• Avoid excessive industry jargon or abbreviations that may be unfamiliar.

• Keep sentences concise and easy to read.

2. Focus on Essential Skills, Not Unnecessary Requirements

Many job descriptions include long lists of "must-have" qualifications that aren’t truly necessary for success in the role. This can discourage highly capable candidates—especially those with disabilities—from applying.

Best Practices:

• List only the essential qualifications and skills required for the role.

• If a requirement can be learned on the job, consider labeling it "preferred" rather than "required."

• Avoid requiring physical abilities unless they are truly essential.

3. Highlight Commitment to Diversity and Inclusion

Job seekers value companies that prioritize inclusivity. Make it clear that your organization welcomes and supports diverse applicants, including those with disabilities.

Best Practices:

• Include an Equal Opportunity Employer (EEO) statement.

• Explicitly encourage applications from individuals with disabilities.

• Use welcoming language that promotes diversity.

4. Make the Application Process Accessible

An inclusive job description is only helpful if candidates can easily apply. Many online application systems present barriers for individuals with disabilities.

Best Practices:

• Ensure your job application platform is compatible with screen readers and assistive technology.

• Provide alternative application methods, such as email submissions or phone applications.

• Clearly state that accommodations are available upon request.

5. Avoid Gendered and Ableist Language

Words and phrases used in job descriptions can unintentionally reflect bias. Being mindful of language helps ensure that job postings are welcoming to all.

Best Practices:

• Use gender-neutral language (e.g., "they/them" instead of "he/she").

• Avoid phrases that exclude people with disabilities (e.g., "must have excellent verbal communication skills" if written communication is also an option).

Creating an inclusive job description isn’t just about compliance—it’s about attracting the best talent, fostering equity, and ensuring that everyone has the opportunity to contribute.

By using clear language, focusing on essential skills, and providing accessibility options, employers can create job postings that welcome diverse applicants and reflect an inclusive workplace culture.