Creating inclusive hiring ads

In the evolving landscape of technology, the need for inclusive hiring practices has never been more urgent. As companies strive to innovate and adapt, talent remains their most critical asset. Yet, too often, the language and structure of job advertisements inadvertently filter out skilled candidates from underrepresented backgrounds or those who are neurodivergent. This article explores how to craft job posts that not only welcome diversity but actively invite it.

Understanding the Impact of Language

Language is a powerful gatekeeper. The words chosen in a job ad can send subtle signals about who belongs—and who does not. Gender-coded language is one of the most common stumbling blocks. Words like “rockstar,” “ninja,” or “dominate” may seem harmless, yet research shows they tend to discourage women and non-binary applicants. In contrast, terms such as “collaborative,” “support,” or “innovative” foster a sense of belonging for a broader audience.

“The language in your job ad is your company’s handshake with the world. Make it warm, open, and inclusive.”

For neurodivergent individuals, clarity is essential. Avoid jargon, ambiguous requirements, or metaphoric expressions. Instead, describe expectations concretely and focus on the core skills necessary for the role. This approach not only helps neurodivergent candidates but also benefits all applicants by minimizing unnecessary confusion.

Beyond the Buzzwords: Rethinking Requirements

Job ads often become a repository for wish lists rather than true job requirements. This practice disproportionately impacts candidates who are women, non-binary, or from other marginalized groups, as they are statistically less likely to apply unless they meet every listed qualification.

To create a genuinely inclusive hiring ad, distinguish between must-have and nice-to-have skills. Clearly separate the essential qualifications from desirable experience. For example, rather than stating:

“Expert in Python, Java, C++, and Ruby, with 10+ years’ experience, leadership skills, and a passion for hackathons.”

Consider:

• Proficient in at least one programming language (Python, Java, C++, or Ruby)
• Experience collaborating in a technical team
• Interest in continual learning and skill development

This shift not only widens your candidate pool but also aligns your expectations with the realities of today’s dynamic tech environment.

Accessibility: Inviting Neurodivergent Talent

For neurodivergent candidates—such as those with ADHD, autism, dyslexia, or other cognitive differences—standard job ads can present significant barriers. Fonts, formatting, and even sentence structure can affect readability and comprehension.

Break down information into short, digestible sections. Use bullet points for requirements and responsibilities. Avoid dense blocks of text or unnecessary complexity. If you’re open to remote work or flexible hours, say so explicitly; this can be a deciding factor for candidates managing sensory sensitivities or nontraditional schedules.

Example:

• Flexible work hours and remote options available
• Quiet workspace and noise-cancelling headphones provided upon request
• Interview accommodations offered—please let us know how we can best support you

These small tweaks can make your ad not just accessible, but inviting.

Highlighting Your Commitment to Diversity

It is not enough to merely state that your company is committed to diversity and inclusion. Candidates are increasingly savvy—they look for evidence, not just declarations. Consider sharing real stories or statistics about your team’s diversity, or specific initiatives your company supports.

“We believe innovation thrives when perspectives are diverse. Women, people of color, LGBTQIA+ individuals, veterans, people with disabilities, and neurodivergent candidates are strongly encouraged to apply.”

Including such statements signals that you recognize the value of lived experience. If you have employee resource groups, mentorship programs, or partnerships with organizations supporting underrepresented groups, mention them.

Structuring Your Ad for Clarity and Impact

Structure is as important as content. An effective job ad guides the reader through the essentials without overwhelming them. Start with a brief, engaging overview of the role and its impact. Clarify reporting lines and team structure. Present responsibilities in concise bullet points, and follow with required and preferred qualifications. Finally, share benefits and support systems, such as parental leave, mental health resources, or professional development opportunities.

Don’t forget to include a contact point for questions or accommodation requests. This simple gesture can make a world of difference for candidates who may need additional support in the application process.

Case Study: A Tale of Two Job Ads

Consider two hypothetical ads for a mid-level software engineering position. The first is laden with jargon, ambiguous requirements, and an impersonal tone:

“Join our fast-paced, high-performance team of coding ninjas! We demand 100% commitment, long hours, and the ability to thrive under extreme pressure. Only the best need apply.”

Now, compare this to a more inclusive approach:

“We are a collaborative team that values diverse perspectives and work-life balance. We welcome applicants from all backgrounds and offer flexible work arrangements. If you have a passion for solving complex problems and want to grow your skills, we encourage you to apply—even if you don’t meet every qualification.”

The difference in tone and inclusivity is unmistakable. The second ad not only opens the door wider but also communicates a sense of respect and belonging.

Common Pitfalls and How to Avoid Them

• Overloading requirements: Stick to the essentials. Every extra “nice-to-have” shrinks your pool.
• Unconscious bias in language: Use tools like Textio or Gender Decoder to check for gendered wording.
• Assuming cultural norms: Avoid references or metaphors that may not resonate globally or with neurodivergent readers.
• Forgetting accessibility: Use accessible fonts and formatting, and offer alternative application methods when possible.

Championing the Next Generation of Talent

As the tech industry evolves, so too must our hiring practices. Companies that embrace diversity—across gender, ethnicity, neurotype, and life experience—are better equipped to develop products and services that reflect and serve the world. Writing inclusive job ads is a vital first step.

Start with empathy. Imagine the reader on the other side of the screen, wondering if they belong in your team. Use your ad to answer with a resounding yes. Remember, every word is an opportunity to welcome someone whose talent and perspective could reshape your company—and perhaps, the industry itself.

Take time to review your current hiring materials. Seek feedback from those with lived experience. Pilot changes and measure the impact. Above all, remain curious and open, knowing that the journey toward true inclusion is ongoing.

Technology changes rapidly, but the need for belonging is timeless. Let your hiring practices reflect both.