Inclusive language in job postings draws interest from marginalized groups. It also motivates them to apply. So, how do you articulate inclusivity in your job postings?
The World Economic Forum’s Future of Jobs Report 2025 indicated that 83% of global employers now report having active DEI initiatives, an increase from 67% in 2023. Likewise, the National Association of Colleges and Employers (NACE) Job Outlook 2026 survey uncovered that 70% of employers now utilize skills-based hiring (up from 65% in 2024), moving away from conventional educational qualifications like GPA or a specific university “pedigree” to expand the talent pool.
Here are 18 instances of “inclusive language” I observe in JDs. Some are more apparent than others.
1. Diversity Declaration and EEO Note
Both diversity declarations and EEO (Equal Employment Opportunity) notes illustrate your company’s dedication to inclusion and convey to candidates from underrepresented backgrounds that they’re invited to apply. While they fulfill similar functions, their length and detail can vary.
Diversity Declarations
A diversity declaration in your JD reflects a company’s dedication to inclusion and its impact on diverse communities. Engaging directly with candidates from underrepresented backgrounds in your diversity declaration is crucial.
The most effective diversity declarations in job postings utilize culturally aware terms that invite candidates from various backgrounds to apply, regardless of physical limitations, identity, or cultural variances.
Ziff Davis incorporates this inclusive language in their job announcements:
“Spiceworks Ziff Davis is a safe, welcoming workplace for individuals of all backgrounds and experiences. We strongly encourage you to apply if you are from a marginalized or underrepresented group, particularly in the tech industry. Some applicants may encounter a lengthy list of job criteria and feel disheartened because they don’t meet every single bullet point – we suggest you apply regardless. We’re adaptable on location where feasible – we are a Work From Anywhere organization. We don’t endorse the notion of a “perfect” candidate as we uphold our core principle, “Evolve and Adapt Quickly.” If you believe this role excites you and you want to be part of a culture like ours, and will tirelessly strive to push boundaries to succeed, please apply.”
Ziff specifically mentions “underrepresented groups.”
Other organizations provide even more details. Curology, for instance, identifies specific groups to demonstrate their commitment to diversity:
“Curology welcomes applications from individuals of all races, religions, national origins, genders, sexual orientations, gender identities, gender expressions, and ages, in addition to veterans and those with disabilities. In accordance with the San Francisco Fair Chance Ordinance, we consider qualified applicants with arrest and conviction histories. Notice to Applicants under the CCPA.”
EEO Notes
It’s not mandated by law (except in certain situations), but numerous firms include an EEO note in their job advertisements. The language in your EEO note is what candidates assess you by, particularly candidates from underrepresented groups.
Some companies (like SurveyMonkey) employ concise and impactful language in their EEO notes:
“SurveyMonkey is an equal opportunity employer. We celebrate diversity and are dedicated to creating an inclusive environment for all employees.”
Others opt for a longer version with more comprehensive diversity language concerning specific underrepresented groups. Like Dell:
“Dell is an Equal Opportunity Employer and Prohibits Discrimination and Harassment of Any Kind: Dell is committed to the principle of equal employment opportunity for all employees and to providing employees with a workplace free from discrimination and harassment. All employment determinations at Dell are made based on business necessities, job requirements, and individual qualifications, without regard to race, color, religion or belief, national, social or ethnic origin, sex (including pregnancy), age, physical, mental or sensory disability, HIV Status, sexual orientation, gender identity and/or expression, marital, civil union or domestic partnership status, past or present military service, family medical history or genetic information, family or parental status, or any other status protected by the laws or regulations in the locations where we operate. Dell will not tolerate discrimination or harassment based on any of these attributes.”
If you seek more examples for inspiration, take a look at these 16 Samples of an Effective EEO Note.
2. Age Inclusive Language
As of early 2025, approximately 37.7 million workers aged 55 and above are present in the U.S. labor market. Workers aged 55+ comprised around 24% of the total U.S. workforce in late 2024 to early 2025.
Combining these dynamics propels your organization to new heights. To prevent deterring valuable talent of all ages, ensure that your JDs exclude biased language or negative terminology based on age. Avoid non-inclusive language and phrases that reference energy levels or experience if the position does not necessitate these requirements.
For instance, you may want to substitute or eliminate phrases such as “athletic,” “youthful and energetic,” or “ideal for second careers” to avoid narrowing your list of qualified candidates.
Instead, if a position does not require a specific type or amount of experience, employ inclusive phrases like “open to candidates of all ages” or “recent graduates and seasoned career seekers are welcome” to appeal to candidates of all ages.
Another effective method for fostering age-related diversity is to state that “no experience is necessary,” as exemplified in this job description for a forklift operator:
Age is merely one illustration of the variety of inclusive language you can incorporate into your JDs.
3. ERGs as Employee Perks
According to Glassdoor surveys, 80% of contemporary hires favor supplementary employee benefits over salary.
Employee resource groups (ERGs) are a strategic enhancement to job benefits that support your DEI initiatives and draw in premier talent.
ERGs are typically employee-led assemblies that offer community, support, and resources for specific groups, nurturing a sense of belonging at work.
Mentioning the types of
ERGs that you possess (LGBTQ+, Latinx, BIPOC, and various others) in your job advertisements demonstrates your advocacy for underrepresented demographics and draws in diverse talent.
Alcoa includes “ERG opportunities” in their benefits section alongside conventional benefits like 401k plans, health benefits, and vacation:
Recently, there have been new ERG categories such as:
- Caregiver ERGs – cultivate a nurturing, inclusive setting for workers balancing employment and caregiving responsibilities
- Mental health and wellness ERGs – foster a supportive, inclusive atmosphere, diminish stigma, and enhance mental health awareness
- Generational diversity groups (Gen Z-focused) – appreciate the significance of generational diversity and the benefits it delivers to the organization.
- Climate/sustainability-oriented ERGs – aimed at advancing environmental stewardship, lessening corporate carbon emissions, and encouraging a culture of sustainability
4. A Brief List of Criteria
Employers are perpetually in search of productive individuals with a wide array of skills and competencies. However, excessively lengthy criteria in a job description might do more harm than benefit.
An extensive list of job criteria can deter even capable candidates, particularly if they fulfill only a portion of the specifications. This may result in a diminished pool of applicants and could inadvertently exclude some skilled individuals.
Confidence levels fluctuate among genders. Some studies indicate that women will apply for a position only if they satisfy 100% of the criteria (contrasting with men, who feel comfortable meeting just 60%). It’s advisable to compose job descriptions that highlight the essential requirements rather than adhering to an extensive list of 8 or more traits, competencies, and skills for the ideal hire.
If you favor candidates possessing specific skills or knowledge, think about relaxing the stringent nature of your criteria (e.g., say “a plus if you have” or “bonus points if you can.”). This approach helps you gain the confidence of talent regardless of their prior work backgrounds.
When outlining qualifications, distinguish between “must-haves vs nice-to-haves”. ‘Must-haves’ refer to the essential knowledge, skills, and experience necessary to effectively perform the job. Nice-to-haves are the preferred competencies that are not strictly essential for the role.
Ongig identifies lengthy lists of requirements advising you to introduce a new section, ensuring your candidates don’t lose interest or disengage:
5. Gender-Neutral Designations
Another form of diversity language appears in job titles. Numerous employers unintentionally employ gender-biased titles in job descriptions.
For instance, labeling a position as “chairman,” “policeman,” or “cameraman”…
when you could choose gender-neutral substitutes like “chairperson,” “police officer,” and “camera operator.”
Other gender-neutral roles across various fields encompass server, salesperson, crew member, chairperson, flight attendant, developer, and engineer.
You can discover more examples in our article, Gender-Neutral Suggestions for the Top 25 Job Titles That Still Use the Word “Man.” And, Ongig highlights any job titles (or other job description language) that aren’t gender-neutral, allowing you to remove or substitute them:
6. Compensation Details and Pay Transparency
This instance of diversity language in job postings is slightly less overt. Nonetheless, numerous companies are incorporating salary information to demonstrate their commitment to pay equity (and also comply with state-imposed pay equity laws). Organizations must provide equal remuneration to male and female employees performing similar tasks and responsibilities.
Incorporating salary ranges based on qualifications and experiences can help mitigate gender and racial pay disparities. A salary range signifies the minimum to maximum compensation a company can offer the candidate during the hiring procedure.
By posting a range from lowest to highest, you can attract a broader array of candidates with different skills and levels of experience. The upper range draws in top talent, while the lower range empowers individuals with fewer qualifications to feel more secure in applying.
If you are unsure about the exact salary for your positions, providing a range is acceptable. There is also research indicating that:
salary is the primary aspect of a job advertisement that is “beneficial”, “attractive”, and makes candidates “more inclined to apply”.
As of 2026, pay transparency regulations have expanded to additional states. California, New York, Washington, and Colorado now mandate employers to include salary ranges in their job advertisements. In addition to salary details, employee benefits should also be disclosed, such as:
- Remote work options
- Health and wellness benefits: mental health support, HMO, fitness memberships
- Financial wellness and compensation: retirement options like 401(k), bonuses, annual performance incentives
- Family and lifestyle benefits: paid parental leave, pet insurance, paid time off
- Professional growth: tuition reimbursement, learning & development stipends
7. Disability Inclusion
Why hire individuals with disabilities? Research indicates they are often dependable, possess a strong work ethic, and contribute positively to the work environment. Tax credits and other monetary incentives may also be accessible for companies that employ people with disabilities.
Thus, if you have resolved to hire individuals with disabilities in your organization, here are some specific phrases to encourage their applications:
- Clearly express your organization’s dedication to inclusiveness and equal opportunity.
Ex: We are dedicated to fostering an inclusive space for all employees and invite applications from candidates with disabilities.”
- Encourage individuals with disabilities to submit applications.
Ex: “We welcome applications from qualified candidates with disabilities and are dedicated to providing assistance throughout the recruitment process.”
- Indicate the company’s readiness to offer reasonable adjustments.
Ex: “If we employ you and require adjustments to carry out the essential duties
of your position, you will be asked to engage in our reasonable accommodation
process.
- Provide a clear policy against discrimination.
Ex: “We are dedicated to offering equal employment opportunities for individuals with
disabilities.”
- Highlight the company’s dedication to accessibility.
Ex: “Our workplace is accessible, and we are committed to providing all necessary adjustments to assist our staff.”
- Emphasize that the company appreciates diverse viewpoints, including those from individuals with disabilities.
Ex: “We cherish the unique insights and contributions of individuals with disabilities and aim to cultivate a workplace where everyone can prosper.”
8. Inclusion of Neurodiversity
Considering the hiring of neurodiverse candidates can enhance your talent pool. Neurodiverse individuals frequently approach problems differently, resulting in a wider array of ideas and solutions. This is particularly advantageous in fiercely competitive sectors like technology. Therefore, employing neurodiverse individuals is beneficial both ethically and for business success.
Here are some expressions you can use to invite neurodiverse candidates to apply:
- Invite neurodiverse applicants
Ex: “We welcome applications from neurodiverse/neurocognitive individuals, including those with autism, ADHD, dyslexia, dyspraxia, dyscalculia, Tourette’s syndrome, and other neurological conditions.”
- Affirm your support and readiness to provide accommodations
Ex: “We provide support and accommodations to address the needs of neurodiverse team members. Remote and hybrid work options are available.
- Declare your commitment to an inclusive work atmosphere
Ex: “We endeavor to establish an inclusive environment that honors and appreciates neurodiversity.”
- Demonstrate transparency regarding the hiring process:
Ex: “Our recruitment process is crafted to be inclusive and accommodating to neurodiverse applicants, featuring sensory-friendly interview options.
9. Hiring Individuals Given a Second Chance
Employing individuals with criminal backgrounds is a crucial step towards inclusivity. Here’s how to present second-chance employment in your job descriptions:
- Clearly express your commitment to offer second chances to applicants with prior convictions.
Ex: “We are an equal opportunity employer and accept applications from all individuals, including those with criminal records.”
- Clarify how background checks are incorporated in the hiring process and stress that a criminal record will be assessed within context.
Ex: “A background check will be performed, but a criminal record does not automatically exclude you from employment.”
- Highlight any support initiatives for rehabilitation and development within the organization, such as mentorship, training opportunities, or collaborations with rehabilitation services.
Ex: “We provide support initiatives and training programs to help all team members thrive, including those with criminal backgrounds.”
Furthermore, ensure adherence to “Ban the Box” legislation, which disallows employers from inquiring about criminal history on job applications. To comply with Fair Chance Hiring laws, please follow local and state guidelines that promote fair chance employment practices.
An increasing number of states and cities have adopted Fair Chance Hiring laws. Verify your local regulations, as requirements continue to broaden, especially regarding the timing of background checks and disclosures.
10. Parents or Future Parents
Hiring expectant women or candidates who may have children in the future is vital to fostering an inclusive environment.
Here are some examples of how to incorporate inclusive language related to parental responsibilities into job descriptions:
- Encourage all candidates, including those who are pregnant or may become pregnant
Ex: “We welcome applicants from all backgrounds, including those who are pregnant or may become pregnant.”
- Clarify your company’s dedication to non-discrimination based on pregnancy
Ex: “We are an equal opportunity employer and do not discriminate based on pregnancy, childbirth, or any associated medical conditions.”
- Highlight policies that support pregnant staff and families
Ex: “We provide comprehensive parental leave policies and flexible working arrangements to assist our employees during and after pregnancy.”
- Point out advantages such as maternity leave, paternity leave, and assistance with childcare.
Ex: “Our benefits program encompasses maternity and paternity leave, along with childcare assistance to aid in balancing work and family responsibilities.”
- Stress the organization’s adaptable work arrangements that can assist expectant employees.
Ex: “We are dedicated to offering adaptable work structures to meet the needs of our employees, including those who are expecting.”
11. Recruiting Veterans
Military veterans are recognized for their remarkable work ethic, discipline, and dedication to excellence. They possess extensive training and rich experience in various technical abilities, including mechanics, logistics, cybersecurity, and leadership.
Here are some expressions that can be utilized to invite veteran candidates to submit their applications:
- Explicitly declare your organization’s dedication to employing military veterans
Ex: “We are devoted to supporting military veterans and strongly encourage them to apply for our available positions.”
- Emphasize that the organization appreciates the skills and experiences obtained through military service
Ex: “We appreciate the distinctive skills and experiences that military veterans contribute to our team.”
- Note the organization’s support framework for veterans
Ex: “We provide support programs and resources to assist military veterans in transitioning to civilian occupations.”
- Incorporate a transparent non-discrimination policy
Ex: “We are an equal opportunity employer and invite applications from military veterans.”
12. Remote Work & Geographic Inclusion
Geographic inclusion aims to attract and recruit qualified candidates regardless of their physical location. Rather than hiring individuals based on ‘culture fit,’ they are selected based on ‘culture add.’ Employers are seeking the diversity and innovation that candidates from different backgrounds can contribute to the organization.
Geographic diversity language in job postings may include:
- “Open to candidates nationwide/globally”
- “Remote-first positions available”
- “Relocation is not required”
Furthermore, using terms such as “native speaker” or mandating “unaccented English” creates barriers to geographic diversity. To foster inclusivity, substitute these with phrases like “proficient in English” or “strong written and verbal communication abilities.”
13. Skills-Based Hiring Language
Numerous organizations are moving away from requiring degrees. TestGorilla reported that 85% of businesses utilize skills-based hiring. Simultaneously, recruiters on LinkedIn are five times more likely to search by skills rather than degrees. This change signifies a shift from conventional credentials to demonstrable skills as indicators of a candidate’s ability to excel in the role.
Recruiters can implement skills-based hiring in their job descriptions through phrases like:
- “Skills and experience prioritized over formal degrees”
- “We invite candidates with non-traditional backgrounds.”
- “Alternative credentials and certifications are welcomed.”
Additionally, replace degree or years of experience with skills requirements and measurable outcomes. Incorporate a ‘how you’ll be assessed’ section in your job announcement, indicating that applicants will undergo skills evaluations, structured interviews, or may be asked to provide work samples.
14. AI & Automation Transparency
Studies indicate that 66% of Americans would refrain from applying for a job that utilizes AI in hiring decisions. They perceive AI as biased since the individuals who developed it integrated biases related to race or socio-economic status, as stated by one participant.
As AI is increasingly incorporated in recruitment, disclosing this in job postings establishes the correct expectations, such as:
- “We employ AI tools ethically and with transparency in our hiring process.”
- “Our AI screening tools undergo regular audits for bias”
- “Final hiring decisions are made by human reviewers”
In accordance with EU AI Act standards, companies based in Copenhagen now add a “Swift & Objective Evaluation” clause in their job declarations, explicitly noting that AI conducts the initial screening to expedite processing for candidates.
15. Socioeconomic Diversity
Socio-economic diversity tackles the obstacles that individuals from lower income backgrounds face, such as lack of professional networks, barriers to “unpaid work,” and limited geographical mobility.
Some job listings specifically request graduates from ‘prestigious Ivy League institutions,’ deterring well-qualified candidates who possess essential skills or have been educated through alternative avenues like boot camps or community colleges.
Similarly, phrases such as “Previous internship experience required” often serve as socioeconomic filters, as only those students with considerable financial safety nets can afford to work for free. The BBC has eliminated the requirement of prior unpaid media experience for many entry-level positions, recognizing it as a barrier for working-class talent entering the field of journalism.
Relocation entails financial risk. Individuals with limited financial resources or those from lower-income households cannot bear the costs of relocating for a job, even if they are highly qualified.
To enhance accessibility in your job postings for candidates from diverse economic backgrounds, include language such as:
- “First-generation college students are encouraged to apply”
- “No unpaid internship requirement”
- “Relocation assistance available“
16. Mental Health Support
By 2026, organizations providing mental health support to their employees will focus on structural
assistance. Employers are increasingly enhancing employees’ work-life harmony by recognizing the fluidity of contemporary life and permitting midday appointments or school pick-ups without the “productivity shame.” Similarly, ‘mental health days’ are provided so employees can ‘emotionally recharge’ from the daily work routine.
Current job descriptions characterize Employee Assistance Programs (EAPs) as “Confidential, 24/7 access to specialized counseling.” Counseling is an essential safety net during life crises (grief, financial strain, legal matters) that inevitably influence work performance.
To showcase mental health assistance, recruiters can compose job descriptions to incorporate:
- “Mental health days included in PTO”
- “Employee assistance programs available”
- “We promote work-life harmony”
17. LGBTQ+ Specific Terminology
By 2026, LGBTQ+ inclusive terminology in job postings is evolving beyond the “generic non-discrimination clauses.” To draw in LGBTQ+ job applicants, refer in your job postings:
- “Gender-affirming healthcare covered” – conventional health insurance frequently excludes costly, transition-related care (hormones, surgery, mental health). Clearly stating coverage alleviates the “medical stress” of a job transition. According to the Human Rights Campaign (HRC), over 90% of Fortune 500 firms now provide at least one trans-inclusive health care plan.
- “Chosen name and pronouns honored from day one” – it fosters immediate psychological safety for LGBTQ+ employees when employers acknowledge and use their preferred name within the organization
- “All-gender restrooms accessible” – conveys that the company’s physical setup was designed (or adapted) to be inclusive
18. Immigration Status Inclusivity
With many nations tightening visa regulations and implementing substantial new fees (such as the $100,000 H-1B surcharge for select petitions), the terminology employed in job listings acts as a crucial “filter” for global talent. To attract skilled international candidates, specify in your job postings:
- “We sponsor visas for qualified candidates” – indicates that employers consider international hires as long-term investments and are prepared to offer legal assistance to ensure their lawful employment.
- “DACA recipients encouraged to apply” – DACA recipients often worry that “Citizens Only” stipulations in job descriptions are strict requirements. Explicitly inviting them alleviates “status-based” anxiety and helps fill essential infrastructure and professional positions
- “Work authorization support provided” – shows that the company has an internal team or external counsel dedicated to maintaining the employee’s status safely.
What Prompted This?
Ongig’s mission is to formulate effective and inclusive job descriptions. This involves supplying you with in-app suggestions and best practices for utilizing diversity language in job descriptions to attract exceptional talent. Please request a demo to discover more.
Acknowledgments:
- Why Women Don’t Apply for Jobs Unless They’re 100% Qualified (by Tara Sophia Mohr)
- Salary vs employee benefits: which is preferable to offer? (by Coann Labitoria)
- The U.S. Essential Workforce Ages 50 and Older: A Snapshot (by Jennifer Schramm, Carlos Figueiredo)
- Job Ad Content: How Benefits Impact Candidate Attraction (by Appcast)
- Future of Jobs Report (by World Economic Forum)
- Job Outlook 2026 Survey (by NACE)
- The State of Skills-Based Hiring (by TestGorilla)
- Fewer Job Posts Now Require Degrees. How Has That Changed Hiring? (by LinkedIn)
- AI in Hiring and Evaluating Workers: What Americans Think (by Pew Research Center)
- AI Act – (European Commission)
- BBC sets goal of recruiting staff from working-class neighborhoods; media outlets aim for greater diversity (by Inquirer)
- US Workforce is Aging, Particularly in Certain Firms (by United States Census Bureau)
- Corporate Equality Index 2023-2024 (by Human Rights Campaign)