Inclusion in Job Descriptions

Are your job descriptions unintentionally turning away diverse talent? 🤔 In many organizations today, a recurring issue persists despite the company’s commitment to diversity: job postings aren’t attracting a diverse pool of candidates. While the leadership may be determined to ensure the company’s workforce reflects the diverse audience they aim to serve, hidden barriers within their hiring process may be unintentionally hindering progress. 🚩 🚩 Here is a list of phrases that should not appear in your job descriptions: 1️⃣ Rockstar” or “Ninja These terms can come across as masculine-coded or overly aggressive, potentially alienating women, nonbinary individuals, or those from cultures where such language is not common. 2️⃣ Native English Speaker This phrase can exclude candidates who are fluent in English but do not consider it their first language. Instead, use “proficient in English” if language skills are essential. 3️⃣ Must have X years of experience Rigid experience requirements can deter highly capable candidates with transferable skills but fewer formal years in the field. Focus on competencies instead. 4️⃣ Work hard, play hard This phrase might suggest a high-pressure, workaholic culture, which can alienate candidates seeking work-life balance, caregivers, or those prioritizing mental health. 5️⃣ MBA required or similar academic credentials Requiring advanced degrees when they aren’t truly necessary can exclude candidates with nontraditional educational paths or valuable real-world experience. 6️⃣ Fast-paced environment While common, this phrase can feel overwhelming or exclusionary to candidates with disabilities or those seeking more structured roles. Be specific about the nature of the work instead. 7️⃣ Culture fit This vague term can perpetuate unconscious bias and favoritism. Use “aligned with our values” or “culture add” to highlight the importance of diverse perspectives. 8️⃣ Strong verbal and written communication skills While valid in some roles, this phrase might dissuade neurodivergent candidates or those for whom English isn’t their first language if not clarified. Specify what kind of communication skills are truly needed. ✍️ By replacing these terms with inclusive, skill-focused language, organizations can craft job descriptions that not only attract a broader and more diverse pool of talented candidates but also align more closely with the diverse customer base they aim to serve. #InclusiveRecruitment #DiverseTalent #HRInnovation #InclusiveWorkplace #AttractTopTalent ________________________________ 👋 Hi! I am Luiza Dreasher, DEI+ Strategist and Facilitator. Looking to create meaningful change within your organization? I can help you implement successful and long-lasting DEI strategies that foster inclusion, attract diverse talent, and drive innovation. Let’s connect to explore how we can achieve your goals together!

Today, I find myself reflecting on a troubling trend in job postings that claim inclusivity while subtly discouraging applicants with disabilities. A perfect example comes from a job description for a Communications Manager with the Washington Nationals. The LinkedIn algorithm suggested I'd be a top applicant. A chance to blend my love of communication and baseball? My interest was piqued. On the surface, it outlines standard communication responsibilities—drafting press releases, coordinating interviews, and managing media relations. All of these align perfectly with the skills expected of a professional communicator. But then comes the Physical/Environmental Requirements section, which demands: • Standing for long periods. • Walking long distances. • Climbing up and down stairs. • Lifting up to 45 pounds. For a role focused on media relations, where exactly does lifting 45 pounds come into play? These physical requirements raise serious questions. Let’s unpack this: The job description explicitly states that the Washington Nationals are "dedicated to offering equal opportunity employment and advancement…including disability." Yet, these physical demands feel like unnecessary hurdles, particularly for disabled professionals. This disconnect is more than an oversight—it's a systemic issue. Arbitrary physical requirements often serve as a quiet signal that disabled applicants may not be fully welcome. Job descriptions like this one, with their misaligned physical requirements, highlight a glaring gap between intention and execution. They inadvertently screen out highly qualified candidates, not because they lack the skills, but because the posting assumes physical ability is synonymous with competence. Nowhere in my 15 years as a communications professional have I been asked to lift 45 pounds. Employers must evaluate if physical demands are truly essential. Is there a genuine reason for a communications manager to climb stairs or carry heavy loads? If not, these requirements should be removed. Companies claiming to value inclusivity need to ensure their job postings reflect that ethos. Accessibility isn’t just about wheelchairs and ramps—it’s about eliminating unnecessary barriers in hiring. Postings should explicitly encourage applicants to discuss accommodations. A simple line—“We are happy to accommodate your needs to perform essential job functions”—can make a world of difference. Language matters. If a company’s goal is true inclusivity, they must start by removing arbitrary barriers from their job descriptions. Let’s make sure equal opportunity is more than just a tagline. We're clearly in the off-season and the Washington Nationals latest job posting is a strikeout. Hopefully their next Communications Manager can encourage the use of inclusive language. #DisabilityInclusion #InclusiveHiring #DiversityMatters #AccessibilityForAll #EqualOpportunity #AccessibleJobs #InclusiveEmployment #RepresentationMatters #Nationals #GoNatsGo

Facilitating Inclusive Hiring for People with Disabilities: A Guide to Enriching Your Workforce In today's rapidly evolving workplace, fostering an inclusive hiring process is paramount. This approach not only enhances the company culture but also drives innovation by incorporating diverse perspectives. Specifically, facilitating inclusive hiring for people with disabilities remains a critical area for development and improvement. 1. Rewrite Your Job Descriptions: The first step towards an inclusive hiring process involves reassessing your job descriptions. Use clear, unbiased language that focuses on the essential functions of the job. Avoid jargon and unnecessarily stringent requirements that could inadvertently deter qualified candidates with disabilities. 2. Ensure Your Website and Recruitment Materials are Accessible: Accessibility is the cornerstone of inclusive hiring. Your company's website and recruitment materials should be accessible to everyone, including individuals with disabilities. This means implementing accessible web design practices, such as alternative text for images, screen reader compatibility, and keyboard navigation options. 3. Design and Host Inclusive Interviews: This could involve providing materials in accessible formats, offering sign language interpretation, or ensuring the interview location is physically accessible. Moreover, training your hiring team to understand and respect different disabilities can lead to more productive and respectful interactions, thereby fostering a welcoming environment for all candidates. 4. Promote a Flexible Work Environment: Embrace flexibility in work arrangements and consider offering part-time roles, remote work options, or flexible schedules. 5. Partner with Disability Organizations: Collaborate with organizations and advocacy groups that support people with disabilities. These partnerships can provide valuable insights into creating an inclusive hiring process and connect you with talented candidates. Additionally, such collaborations can enhance your company's reputation as an inclusive and socially responsible employer. 6. Implement Continuous Training and Awareness Programs: Education is key to maintaining an inclusive workplace. Regular training sessions for your employees on disability awareness, inclusive communication, and bias reduction can cultivate an empathetic and knowledgeable workforce. This ongoing commitment to education helps build a supportive environment where all employees can thrive. Inclusive hiring practices not only benefit individuals with disabilities but also enrich the entire organization. Fostering an inclusive environment is a continuous journey that benefits from regular reflection, adaptation, and commitment. Image Description: An abstract and artistic representation emphasizing inclusive hiring. #AXSChat #WeAreBillionStrong #InclusiveHiring #DEI #DisabilityInclusion #AutismAcceptanceWeek #Equity #SDGs

🌈 Creating LGBTQ+-Inclusive Job Descriptions: A Guide for Progressive Employers Key elements every inclusive job description needs: 1️⃣ Start Strong with an Inclusive Introduction "[Company] is proud to be an equal opportunity employer celebrating diversity. We actively welcome applications from all backgrounds, including LGBTQ+ candidates." 2️⃣ Use Gender-Neutral Language ❌ "The manager will lead his team" ✅ "The manager will lead their team" 3️⃣ Highlight Inclusive Benefits • Transgender-inclusive healthcare • Domestic partner benefits • LGBTQ+ employee resource groups • Mental health support 4️⃣ Make Your Commitment Clear "We create a workplace where all employees, regardless of sexual orientation, gender identity, or expression, can bring their whole selves to work." 5️⃣ Focus on Skills, Not Stereotypes ❌ "Young, energetic individual" ✅ "Candidate with fresh ideas and innovation" 💡 Pro Tip: Review your job descriptions regularly to ensure they remain inclusive and welcoming to all candidates. What other elements do you include in your inclusive job descriptions? Share in the comments! 👇 #LGBTQ #Inclusion #HR #Recruiting #DiversityAndInclusion #EquitableHiring #WorkplaceCulture

If you want to practice inclusive hiring, take a good look at your job descriptions and job postings. A job description in a job posting isn't just a list of qualifications, it's the first impression a potential candidate has of your company. And you could be inadvertently turning away qualified candidates by the words used. To tackle job posting bias head-on, it starts with ditching those power-packed adjectives from our postings. While terms like "rockstar" and "trailblazer" may sound appealing, they can actually deter skilled candidates from applying. Also, research shows that gender-neutral job postings can increase your applicant pool by a staggering 42%. And did you know that women typically apply to a job only if they meet 100% of the job requirements, while men apply even if they meet just 60% of them? So, limit the skills needed in a job posting to the top 5, because the rest are ‘nice-to-haves’, where the top 5 can be ‘must haves.’ With this strategy, you broaden your applicant pool to more women. To further tackle bias, we need to consider further steps, like anonymizing resumes and conducting interviews with diverse panels who use interview rubrics. I’m curious, how does your organization practice inclusive hiring? #InclusiveHiring #DiversityandInclusion #EqualOpportunityEmployer #SkillsFirstHiring

Here are 3 simple steps to make your organisation more appealing to people with disabilities: 🔵 A careers or jobs home page should include images of disabled employees in an authentic way. Since, not all disabilities are visible, include stories and images about staff with invisible conditions and long-term health conditions. 🔵 Be explicit about the adjustments offered to disabled candidates during the recruitment process. Consider adding separate pages which can highlight these, other EDI commitments and FAQs that disabled candidates might ask. 🔵 Here’s some suggested wording for your job adverts: “We are committed to recruiting and retaining disabled people to help address the disability employment gap.” If you do nothing else today, these 3 suggestions cost nothing but can have a huge impact on making your organisation more inclusive from the very beginning. More advice can be found in this Disability Inclusion and Accessibility Guide: https://lnkd.in/eQMW_x-f Don’t forget UK Disability History Month runs from 14th November - 20th December and it is the UN International Day of Persons with Disabilities is on 3rd December. This guide is a great place to start. #DisabilityInclusion #Workplace

Your job description is 3 pages long AND you require a custom cover letter? Congratulations, you've eliminated half your talent pool before they even apply! I often talk about how recruitment is uninclusive by design, but vague statements don't help anyone fix the problem. Let's get specific about three common practices that are sabotaging your talent attraction, employer branding, and DEI efforts: 🟣 The lengthy, jargon-filled novel you call a job description is actively excluding neurodiverse candidates, people from different cultural backgrounds, and career-changers who don't speak your "industry language." They're closing the tab before they even finish reading! 🟣 "Please submit a customized cover letter explaining why you're perfect for this role." Translation: "We only want candidates with abundant free time and no other responsibilities." Just like that, you've eliminated job-seekers juggling multiple applications, caregivers with limited time, and many disabled candidates. 🟣 The never-changing phone screen: Sure, they're convenient for YOU, but what about candidates who read lips, need ASL interpretation, read captions, process information better visually, or simply perform better with some visual context? The phone screen is the ultimate "this is how we've always done it" trap. These practices aren't random examples. They're standard at most companies and recruitment teams! We follow these steps without questioning how they create unnecessary barriers and perpetuate the very inequities we claim to be fighting. What "standard" recruitment practices is your company clinging to that might be harming your inclusion and equity efforts? 👋🏻 I make hiring systems work for everyone (candidates and recruiters!). DM me to learn more.