This set of guidelines provides recommendations on how to create job postings that are more inclusive, with the goal of helping employers attract a broader and more diverse range of candidates, and fostering a workplace environment that is welcoming and inclusive for all employees.
Job Description
We highly recommend that the job description includes language that clearly states that your company does not discriminate based on any personal characteristics, such as ethnical background, gender, sexual orientation, religion, or disability. As part of our commitment to equity, diversity, and inclusion, we also offer our EDI AI Gender-Neutral Language Tool to help ensure that all of our communications and job postings are free from bias and inclusive of diverse perspectives.
Equity
We suggest emphasizing the importance of equity in the workplace, such as a commitment to creating a fair and just workplace that provides equal opportunities for all employees.
Diversity
We recommend to highlight the importance of diversity, such as a commitment to creating an inclusive workplace.
Inclusion
We suggest to emphasizes the importance of inclusion, such as a commitment to creating a welcoming and inclusive workplace where all employees feel valued and respected.
Experience and qualifications
We recommend that the job description includes clear and objective requirements for experience and qualifications, and that they are not biased towards a particular group of people.
It’s important to note that requiring a high level of language skills might unintentionally exclude immigrants and migrants who have the knowledge and skills required for the job, but may not have the required language certificate or formal education.
We suggest that employers consider alternative ways of assessing language proficiency, such as through practical demonstrations of language skills or through language proficiency tests that are accessible and affordable for all candidates. By doing so, employers can ensure that they are not inadvertently excluding qualified candidates based on factors that are unrelated to their ability to perform the job.
Compensation
We suggest providing a clear and transparent compensation structure that is based on objective factors, such as experience and qualifications, and not on factors such as gender or ethnic background. It’s important to ensure that all employees are paid fairly and equitably for their work, regardless of their personal characteristics.
We recommend conducting regular pay equity analyses to identify any potential disparities in compensation based on gender, ethnicity, or other personal characteristics, and taking steps to address any identified issues. This may include adjusting compensation structures, providing additional training and support to managers to ensure fair and unbiased compensation decisions, or implementing other measures to promote fairness and equality in the workplace.Â
Accommodations
We recommend including language that emphasizes the company’s commitment to providing reasonable accommodations for employees with disabilities.
Reporting and accountability
We suggest establishing clear reporting and accountability structures for EDI issues, such as a dedicated person or team responsible for monitoring and addressing EDI concerns.
Training and development
We recommend including and emphasizing the company’s commitment to providing ongoing training and development opportunities for employees on EDI issues.
Continuous improvement
We suggest establishing a culture of continuous improvement and learning around EDI issues, and encourage employees to provide feedback and suggestions for how the company can become more equitable, diverse, and inclusive.
It’s important to recognize that EDI issues are complex and evolving, and that there is always room for growth and improvement. By creating a culture that values learning, growth, and feedback, employers can foster a workplace environment that is welcoming and supportive for all employees.
