How to Write More Inclusive Job Ads

Language matters when you're building an inclusive team

You might be doing everything right—great culture, flexible policies, real DEI work—but if your job ads don’t reflect that, you’re turning candidates away before they even apply.

Inclusive hiring starts with how you talk about the job. A job ad isn’t just a list of tasks—it’s a first impression. And if that first impression reads exclusive, rushed, or biased? You’ll miss out on the very talent you’re hoping to attract.

Let’s fix that.

What makes a job ad “inclusive”?

Inclusive job ads help every qualified candidate see themselves in the role. That means:

- Using clear, bias-free language
- Describing the actual work (not personality types)
- Avoiding jargon or culture-specific references
- Including accessibility and accommodation info
- Highlighting values like flexibility, support, and belonging

Subtle wording can drastically change who applies. Even common phrases like “fast-paced” or “competitive” can signal exclusion to people from non-dominant backgrounds. Your words have power. Use them to open doors.

Inclusive language checklist for job ads

Use this list to review your next posting before it goes live:

✅ Replace “ninja,” “rockstar,” or “go-getter” with actual job functions
✅ Say “must have” only for true requirements—use “nice to have” or “preferred” for others
✅ Swap “strong English skills” for “able to communicate effectively in writing and speech”
✅ Avoid idioms or pop culture references (“hit the ground running,” “Netflix of...”)
✅ Acknowledge that lived or equivalent experience counts
✅ Include an accommodation statement for candidates with disabilities
✅ Emphasize inclusion, mentorship, or support programs if available

Need a template? Check out the Guide to Writing Inclusive Job Ads.

Watch out for coded bias (especially with AI) 

Let’s talk about something sneaky: coded bias How DeepSeek Could Impact Recruitment: Opportunities & Challenges While AI can speed up recruitment, it’s not bias-free. In fact, it can quietly bake bias into every stage of the process if left unchecked.

AI models—like DeepSeek and other resume screening tools—learn from historical data. If that data reflects biased decisions (spoiler alert: it often does), the AI will replicate and reinforce those patterns. That means you could unintentionally filter out top talent based on race, gender, ability, or name alone.

Recruiters need to keep their eyes open. If you're using AI tools, audit them regularly. Ask vendors the hard questions. Use human checks. And most of all, never assume technology is neutral just because it’s fast or shiny.

Common traps that exclude candidates

Even well-meaning job ads can send the wrong message. Watch out for these:

• Too many qualifications. Long requirement lists can deter women, newcomers, and racialized candidates who may only apply when they meet 100% of the

• Overemphasis on culture fit. Focus instead on what someone can contribute.

• Ableist language. Avoid “walk,” “see,” “hear,” “speak clearly” unless truly required. 

• Unclear salary ranges. Omission here can disadvantage candidates from historically excluded groups. 

Add DEI to your employer value proposition

An inclusive job ad should reflect your broader commitment to DEI. It’s not enough to say “we’re an equal opportunity employer” in tiny text at the bottom.

Instead, try this:

“We believe diverse perspectives create stronger teams. If your experience doesn’t perfectly match this description, but you believe you’d bring value to the role, we encourage you to apply.”

This kind of language signals inclusion—and research shows it increases applications from underrepresented groups. For more strategies like this, visit the DEI recruitment branding guide. 

Real-world example

Before:
We’re looking for a high-performing sales ninja to dominate new business development. Must thrive in a fast-paced, high-pressure environment. Must have 5 years of experience and be fluent in English.

After:
We’re hiring a Sales Associate to support our growing client base. You’ll connect with prospective customers, learn about their needs, and help them find the right solutions. We’re committed to learning and mentorship, and welcome candidates with equivalent experience.

Get feedback from your team (and beyond)

The best way to know if your job ad works? Test it. Share drafts with people from different departments, backgrounds, and identities. Ask:

• What would stop someone from applying? 

• Who wouldn’t see themselves in this ad? 

• What might feel confusing or unnecessary? 

Inclusive hiring starts with the words you choose

Writing inclusive job ads isn’t about playing it safe—it’s about getting real. Real about what the job involves, who you’re trying to reach, and how your values show up in the hiring process.

Because when someone reads your posting, you want them to think: This sounds like a place I could belong.

Once your inclusive job ad is polished, don’t let it sit in the wrong places. Getting it in front of the right audience is just as important as writing it well. Post your ad on diversity-focused job boards like HireDiverse to reach job seekers from traditionally marginalized groups who are actively looking for employers that walk the talk on inclusion.

Commit to inclusion with HireDiverse

We reach diverse candidates across Canada through intentional outreach and inclusive messaging. Posting with HireDiverse highlights your organization’s commitment to diversity, equity, and inclusion — and helps your job stand out.

About HireDiverse 

We’re Canada’s diversity and inclusion-focused job board.  We reach diverse candidates across Canada through intentional outreach and inclusive messaging. Post jobs to highlight your organization’s commitment to diversity, equity, and inclusion.