Est. Reading: 7 minutes
06/23

Six Examples of Inclusive Job Adverts

Consultant, HR & Finance Transformation
Consultant, HR & Finance Transformation
As a specialist Change and Transformation Recruiter at The Consultancy Group, my focus is on providing top-notch services and creating strong relationships to diligently match the right candidates with the right opportunities. With a deep understanding of the Transformation landscape and extensive experience working with FTSE 100 & 250, privately owned groups, and multinational groups I can provide tailored solutions for clients across the UK and abroad. My commitment to excellence and passion for connecting talented individuals with rewarding careers sets me apart in the field of Finance and HR Transformation recruitment.

The Consultancy Group Blog | Inclusive Job Adverts: HR Best Practices for Diversity and Inclusion (D&I) in Recruitment

As HR professionals, we’re no strangers to the concept of inclusion. But the truth is, embedding it into our HR activities and strategic human resource management plans is only half the battle. The real challenge? Ensuring that our commitment to D&I shines through from the first point of contact with potential applicants: our job adverts.

Job adverts serve as the shop window of an organisation. They offer a peek into our company culture and work environment and set the tone for the kind of relationships we build with our teams.

So, why does inclusivity matter? It’s simple. An inclusive recruitment process doesn’t just make a strong business case or help us attract a diverse talent pool. It sends out a powerful message to potential candidates that irrespective of their ethnicities, sexual orientation, or age, they are welcome in our organisation.

On top of that, it means great things for business. The proof is in the study (or shall we say, studies):

  • A study conducted by Glassdoor revealed that 67% of job seekers consider workplace diversity an important factor when evaluating job offers.
  • According to a survey by McKinsey, companies in the top quartile for racial and ethnic diversity are 35% more likely to have financial returns above their industry medians.
  • A report by Deloitte found that organisations with inclusive cultures are six times more likely to be innovative and agile.

So we’ve convinced you of the importance. Now how do we ensure that our job adverts reflect this commitment to inclusion? That’s what we’ll explore in this blog, using real job ads from various UK platforms as a guide. We’ll delve into the nuances of crafting an inclusive job advert, discussing everything from the use of language and pronouns to the importance of outlining equal opportunities.

1. Prioritising Language Accessibility and Avoiding Jargon

A job advert is the first introduction of a potential candidate to your organisation, and the language you use speaks volumes about your company culture. An inclusive job advert should communicate in an accessible way, avoiding industry lingo, acronyms, and corporate language that could alienate potential applicants.

Customer Service Advisor – Motability Operations

Inclusive Job Ad

Motability Operations’ job advert for a Customer Service Advisor showcases this beautifully. The advert uses clear, simple language, and avoids jargon or industry-specific terms that might confuse non-native English speakers or people new to the field.

Rather than filling the advert with corporate language and industry terms, they’ve presented their requirements and job description in a straightforward manner. The use of simple language makes it easy for potential candidates from different backgrounds to understand the role, thus broadening the pool of applicants.

Takeaways:

  • Avoid jargon and acronyms: Using industry-specific language can alienate potential applicants who may not be familiar with such terminology.
  • Speak plainly: Write job descriptions in plain, accessible English to ensure potential applicants understand what you’re offering and what you expect.
  • Use accessible fonts: Opt for simple, clear fonts like Arial, Verdana, or Calibri, which are generally more accessible for individuals with dyslexia.
  • Provide alternatives: If the job advert is available online, consider providing alternative formats such as a downloadable PDF or an audio version. This can make the advert more accessible to individuals with certain disabilities.

2. Promoting Flexible Work Options

Flexible work options can attract a more diverse range of candidates, as they accommodate various lifestyles and personal circumstances. A company that offers flexible work arrangements shows an understanding of work-life balance and a commitment to meeting the diverse needs of its employees.

Customer Service Manager – Starbucks

Inclusive Job Ad

Starbucks’ job advert for a Customer Service Manager provides a clear example of promoting flexible work options. Their advertisement mentions the practice of a hybrid working model, with a 50% at-home and 50% in-office work arrangement. This information is stated upfront in the job description, reassuring potential candidates that Starbucks values work-life balance and is prepared to accommodate different work arrangements.

Takeaways:

  • Promote flexibility: Highlight flexible work arrangements such as hybrid work, part-time work, flexible hours, or remote work. Being upfront about these options can broaden your appeal to potential candidates with diverse personal circumstances.
  • Address diverse needs: Show your commitment to accommodating diverse lifestyles and personal commitments. This assures potential candidates that your organisation understands and values work-life balance.
  • Highlight your supportive culture: Reinforce the fact that your company promotes an inclusive and supportive working environment, which accommodates the diverse needs of its employees. This can encourage applicants who value flexibility and inclusion in the workplace.

3. Encouraging a Diverse Talent Pool

To foster an inclusive workplace culture, it’s critical that your job adverts are designed to attract a diverse talent pool. This involves taking active steps to ensure your advert is inviting to individuals from a wide range of backgrounds and life experiences.

Deputy Project Director – SSEN Transmission

Inclusive Job Ad

This job advert for Deputy Project Director at SSEN Transmission aligns with the importance of encouraging a diverse talent pool. The company’s commitment to inclusivity is evident in their job advert, where they emphasise their support for diversity networks, flexible working options, and initiatives promoting social mobility and gender equality. By explicitly stating their commitment to creating an inclusive environment, SSEN Transmission aims to attract applicants from diverse backgrounds and experiences.

Takeaways:

  • Express your commitment to diversity: Make it explicit that individuals from all backgrounds are encouraged to apply, regardless of age, gender, ethnicity, religion, or sexual orientation. Clearly communicate in your job adverts that your organisation is committed to fostering diversity and inclusion.
  • Promote learning and development opportunities: If your company provides learning and development opportunities that can help employees from different backgrounds advance their careers, be sure to mention them in your job adverts.
  • Highlight inclusive initiatives: Showcase any programs, networks, or policies that promote diversity and equality within your organisation.
  • Promote your inclusive culture: Make sure to highlight your inclusive workplace culture and your commitment to diversity in your job ads. Consider including images or graphics in your job adverts that represent a diverse range of individuals. This can help to convey your commitment to inclusivity visually. This reassures potential candidates that they will be entering a welcoming and inclusive work environment.

4. Transparency in Equal Opportunities

Transparency in equal opportunities is key for an inclusive job advert. It’s crucial that potential applicants feel assured that they will be treated fairly during the hiring process, regardless of their background or identity.

Learner Retention and Career Coordinator – QA

Inclusive Job Ad

QA’s job advert for a Learner Retention and Career Coordinator is an excellent example of this. They provide a clear, comprehensive Equal Opportunities statement that reassures applicants they’ll be treated fairly and without prejudice. They also make it known that they have inclusive networks in place from day one, helping new hires feel welcomed and supported.

Takeaways:

  • State your equal opportunities policy: Including a clear equal opportunities statement in your job adverts can reassure potential applicants that they will be treated fairly during the hiring process.
  • Promote your support networks: Highlighting any support networks or initiatives you have in place can help potential applicants feel welcomed and supported from the get-go.
  • Show, don’t just tell: Go beyond just mentioning equal opportunities. Give real-life examples of how your company lives these values.
  • Promote feedback and dialogue: Emphasise that your company values open feedback and encourages dialogue about diversity and inclusion. This can help potential candidates see that your organisation is committed to continuous improvement in these areas.

5. The Power Of Pronouns

The use of pronouns in a job advert can subtly signal to prospective candidates that your organisation respects and acknowledges all identities.

HR Data, Reporting and Analytics Manager – Reach Plc

Inclusive Job Ad

The job advert by Reach Plc for an HR Data, Reporting and Analytics Manager, delicately incorporates the use of pronouns, demonstrating an inclusive mindset. Instead of defaulting to gendered pronouns, they subtly indicate that they respect all identities, making applicants of different genders feel seen and validated.

Takeaways:

  • Neutral pronouns: Avoid using gendered pronouns in your job advert. Use ‘you’, ‘your’, or ‘they’ instead.
  • Be conscious of gender identities: The use of gender-neutral language can signal that your organisation is inclusive and respectful of all gender identities.
  • Provide options for pronouns: In the application process, consider providing a space for candidates to share their preferred pronouns. This demonstrates respect for individual identity from the very beginning of the hiring process.
  • Promote a gender-neutral environment: Show that your organisation doesn’t just use gender-neutral language in its job ads but promotes a gender-neutral environment in the workplace, by providing gender-neutral restrooms and policies, for example.
  • Reflect diversity in imagery: If you use images in your job adverts or on your company’s career page, ensure they reflect a diverse range of people. This visual cue can further reinforce your commitment to inclusivity.

6. Openness About Salary Range and Benefits

Transparently communicating about the salary range and potential benefits is a crucial aspect of an inclusive job advert. It assures potential applicants that the company is open and fair about its compensation policies and doesn’t discriminate based on factors like race, gender, or age.

Data Scientist – Meta

Meta’s job advert for a Data Scientist stands out for its openness about the salary range and benefits. By including the annual salary range and specifying that it includes bonuses, equity, and benefits, Meta fosters a sense of fairness and transparency. This not only provides clear expectations to potential candidates about the remuneration they can expect but also reassures them that Meta values equity and fairness in its compensation policies.

Takeaways:

  • Be transparent about salary and benefits: Including the salary range and benefits in your job adverts can help to attract a diverse range of applicants and demonstrates your commitment to fairness and transparency.
  • Support for all: Make it clear that you offer support to all potential candidates, irrespective of their circumstances. This reassures applicants that your organisation is committed to providing an inclusive and supportive working environment.
  • Mention growth opportunities: Providing information about potential career growth and development opportunities can attract candidates who are eager to progress in their careers and are seeking a supportive environment to do so.

How Does Inclusivity in Recruitment Empower Applicants?

In the UK, the strides in legislation and an increased societal focus on inclusion means that HR professionals and their practices must evolve. Crafting inclusive job adverts is a vital step in strategic human resource management.

It’s not just about ticking the D&I box but genuinely building a diverse workforce that enables everyone to reach their full potential.

It’s time for us to take responsibility, whether in large companies or smaller businesses, to make our work environments genuinely inclusive. And remember, an inclusive recruitment process is only the beginning – fostering an inclusive culture, from employee engagement to retention, is a continuous journey.

So let’s rise to the occasion and make every job advert a welcoming doorway for diverse talent. Remember, your advert is often a potential candidate’s first interaction with your organisation. Make it count. Make it inclusive. Make it matter.

The Consultancy Group

Ready to create inclusive job adverts and attract diverse talent? Partner with The Consultancy Group for expert HR recruitment services. Contact us today to discuss how we can help you build an inclusive, diverse workforce that drives success. Together, let’s make inclusivity the cornerstone of your recruitment strategy.

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