Recruitment Blog

Best job ad examples with diversity, equity and inclusion (DE&I) in mind

Sarah Linney
Content Marketing Manager at JobAdder

As recruiters, if we recruit for a company that has diversity, equity and inclusion at the core of what it does, then we want that to be reflected in its job ads.

An inclusive job ad uses language that doesn’t discriminate against women, LGBTQI+ people, people with disabilities, people of colour or other protected classes. It also emphasises diversity in the workplace, including a company mission statement declaring that they encourage applications from underrepresented job seekers. 

Below, we’ve detailed a range of best job ad examples that incorporate inclusive language and emphasise the importance of diversity, equity and inclusion.  

FREE EBOOK DOWNLOAD: Incorporating diversity, equity and inclusion into your hiring practices

The importance of DE&I in the hiring process

Diversity, Equity, and Inclusion (DE&I) play a pivotal role in the hiring process, driving organisations towards not only better representation but also enhanced creativity, innovation and overall success. Inclusive hiring practices ensure that companies tap into a broader range of perspectives, backgrounds, and experiences, fostering a rich tapestry of ideas that can lead to more comprehensive problem-solving and dynamic team dynamics.

By actively seeking candidates from diverse backgrounds and underrepresented communities, companies enrich their talent pool with individuals who bring unique skills and viewpoints to the table. This, in turn, contributes to a well-rounded workforce capable of approaching challenges from various angles.

8 of the best job advertisement examples with a focus on DE&I

1. Stating the intent to be inclusive in recruiting

We’ll start easy with a job position for a DE&I specialist. Right off the bat, the job description states that Michael Page does not discriminate against potential candidates based on race, colour, religion and other protected classes. 

If you look at the job’s duties, they also use inclusive language to accommodate different abilities. That is, there is no call for anyone to do anything specifically physical (they would use “walk” instead of “move”), nor is there any call for one specific gender to do the job. In a nutshell, the candidate should use their brains, rather than brawn, to do the job well.

2. Use of inclusive, gender-neutral language

Here’s another direct DE&I job example that features the same trappings as the previous example. The job description outright states that they encourage a diverse range of people to apply for the job. Additionally, we should also notice what kinds of pronouns the ad uses.

An ad with DE&I in mind does not use gender-specific language. They’ll also usually use inviting language to make you, the candidate, feel like you could be one of the group. Rather than using he, which has traditionally been seen as the default pronoun (thanks patriarchy!), recruiters will use you or they to ensure the language is gender neutral. 

Want to improve diversity in your recruitment? Access our free eBook with Diversely now.

3. Benefits for people needing flexibility

Like the best job ads examples, the ad explains that they are open to all kinds of people applying to the company. Another good thing this ad does well is it lays out all sorts of benefits offered with the position. Any good company will recognise that their employees deserve benefits to assist with daily life in exchange for hard work. 

For example, this one states that the job comes with health insurance, flexible hours and workspaces, learning and development support and reimbursement for $600 so you can create a work-from-home setup. These flexible benefits allow employees to choose the accommodations and adjustments that they need, with practical support and financial backing. 

4. Offering accommodations during the application process

In the job ad below, it specifically mentions that the skills gained as a veteran apply to what this job needs, such as agility, flexibility and leadership. Not only that, but they also invite all candidates to ask for help if they need accommodations for the job application process. Not many companies outright state this, nor do they specifically invite specific people to apply, so it’s clear that they’re focused on recruiting the best people.

5. Brief, non-intimidating ad

Studies show that people only take about 50 seconds to look through an ad to see if it’s right for them. Not only that but some people will get turned off if they think they’re not 100% qualified for the role

That said, it’s a good idea to keep the ad short. List a brief number of duties and qualifications. Doing so will invite a larger number of people to apply (which may extend the recruitment period), but you will also have a more diverse pool of people from which to pick.

In most cases, it might also open new training opportunities. Most employees will come to the job intending to learn, so a company gets extra points for being willing to let them learn the skills necessary for the job.

6. Eliminate gender bias

Creating effective job advert examples that eliminate gender bias is a crucial aspect of a company’s recruitment strategy. By carefully crafting job listings that use inclusive language and avoid gender-specific terms, organisations like IBM are striving to attract qualified candidates from diverse backgrounds.

This approach involves describing the day-to-day responsibilities of positions such as a software developer in neutral terms that resonate with all genders. Through such hiring ads, companies can broaden their talent pool and ensure that their team members reflect a variety of perspectives. Key takeaways from this strategy include the recognition that a great job ad should focus on skills and experience, rather than perpetuating gender stereotypes, to appeal to top talent and create a more inclusive employer brand.

7. Remove unnecessary education requirements

As part of a modern recruitment process, companies are reevaluating their job posting examples to remove unnecessary education requirements. This adjustment aligns with the goal of promoting diversity and equity in hiring. Instead of emphasising specific degrees, companies like Indeed are prioritising the qualifications and skills necessary for success.

By doing so, they ensure that their job adverts appeal to a wider range of candidates, regardless of their educational backgrounds. The recruitment marketing for such positions emphasises the company’s commitment to valuing various pathways to expertise and building a team based on competence rather than credentials. In addition, highlighting opportunities for growth and learning in job listings attracts candidates seeking work-life balance and a chance to excel in their roles.

8. Include DE&I statements about your company culture

Incorporating DE&I statements into job postings and career sites is an integral part of an employer’s recruitment strategy. Leading companies like IBM recognise that showcasing their commitment to diversity, equity, and inclusion is essential for attracting ideal candidates and reinforcing their employer brand.

By highlighting initiatives like recruitment videos featuring diverse team members and transparently discussing work-life balance and support mechanisms in job adverts, organisations create a sense of belonging for potential hires. These efforts not only result in attracting top talent but also contribute to shaping a positive employer brand that resonates with qualified candidates. Such recruitment marketing strategies are instrumental in fostering an inclusive environment and building a strong talent pool.

Frequently asked questions

How do you write a job advertisement?

To write a job advertisement, start with a clear and compelling job title that accurately reflects the position. Use concise language, focusing on the responsibilities, qualifications and benefits of the role. Highlight the company culture, perks and initiatives that set your company apart. Utilise bullet points and clear formatting for easy readability. Tailor the content to your target audience and share the advertisement on relevant job boards, social media platforms and your company’s careers page.

How many words should a job posting be?

A job posting typically ranges from 300 to 800 words. The length should be sufficient to provide essential information about the open position, including responsibilities, qualifications and benefits while maintaining the reader’s interest. Keep it concise and engaging, using bullet points to break down key details.

What keywords attract the right candidates?

Keywords that attract the right candidates are specific to the job role and its requirements. Include the job title, relevant skills (e.g. programming languages, certifications), industry-related terms and specific responsibilities. Incorporate location if it’s important for the role. Use keywords naturally to ensure that the advertisement remains informative and reader-friendly.

What 4 things does an effective advertisement include?

An effective job advertisement includes:

  1. Clear job details: The job title, responsibilities, qualifications and location should be clearly stated.
  2. Company culture and perks: Showcase your company’s culture, initiatives, and perks to attract candidates who align with your values.
  3. Engaging content: Use concise language, bullet points and an eye-catching layout to present information in an easily digestible format.
  4. Call to action: Encourage interested candidates to take action, such as applying through your careers page, contacting you on LinkedIn, or submitting their resume through specified channels.

Build a better job advertisement template with JobAdder

When it comes to creating the best job ads examples with DE&I in mind, common sense is all it takes. Consider how your company’s benefits will serve all people and what accommodations you can give for more people to apply for the job. If you were applying for a job, what would you like to see to feel confident about applying?

Keep this in mind and try to apply this question to a diverse range of protected classes to ensure that you’re addressing the needs and queries of these groups as they read through your job ad. Leveraging its user-friendly interface and intuitive tools, JobAdder empowers you to highlight your commitment to DE&I, thus attracting exceptional talent from all walks of life.



data hygiene
Advice and how tos
Preparing for data migration: 5 best practices for cleaning your candidate data

Preparing for data migration can be a large undertaking for any recruitment agency. However, cleansing your recruitment database can make …

best practices temp recruitment
Advice and how tos
5 best practices for successful temp recruitment

Running a dual desk agency and not sure why your temp desk is struggling? You might be missing out on …

common mistakes temp recruitment
Advice and how tos
5 common mistakes to avoid in temp recruitment

Temp recruitment can be a crucial component of your dual-desk recruitment agency’s long-term success, but there are a few mistakes …

There are no results to display. Please try a different keyword or reset the filters to see everything.
Ready to get started?

Talk to one of our friendly team members

Want to know more?

Learn why others are
using JobAdder