Ten Tips for Writing Inclusive Job Postings

Job postings are crucial in attracting diverse talent, but overt and subtle discriminatory language can inadvertently exclude certain groups. In Switzerland, where diversity is supposedly valued, discriminatory language must be recognized and eliminated from job advertisements.

Creating inclusive job postings in Switzerland fosters diversity and attracts many talents. Organizations can contribute to a more equitable and welcoming job market by carefully crafting language and eliminating unintentional biases.

Why do we need to get better at writing inclusive job postings?

Inclusive language attracts candidates from various backgrounds, promoting a diverse and dynamic workforce. We need more talent, but we also hold back diverse talent from applying to our jobs because we use exclusive language and portray an image that stops great talent from applying.

Researchers on a job platform revealed that adverts for roles in stereotypically ‘male’ areas, such as analytical or management roles, attracted more qualified male applicants than females.

We must encourage rainbow talent to apply actively even if they fulfil only some job posting criteria.

Discriminatory language can have legal consequences. In Switzerland, adhering to anti-discrimination laws is essential to maintaining a fair hiring process. Still, research by ETH confirms that there is widespread discrimination not only against hiring from abroad but also towards second-generation immigrants IN Switzerland.

“Ethnic discrimination in hiring decisions has been well-documented in many countries, with ethnic minority jobseekers writing about 50% more applications before being invited for a job interview than their majority competitors (Zschirnt and Ruedin 2016). However, it is not only first-generation immigrants that are affected by ethnic discrimination but also their offspring.” 

Job postings reflect the company’s values. Inclusion enhances the organization’s reputation and fosters a positive employer brand. I mentioned the Coop fiasco recently, and I think there are enough challenges for inclusion in the Swiss workplace.

To attract more foreigners, you must understand inclusion better and work towards better inclusion in your onboarding process. Diverse teams bring varied perspectives, fostering innovation and creativity within the workplace. Inclusive language signals that the company values all employees, boosting morale and creating a positive work environment.

Ten Tips for Writing Inclusive Job Postings

• Reduce the content of your job postings: Most job postings I currently read are like a washing list written for three dream candidates performing one role part-time. Take out the fluff and focus on the hard skills, competencies and values you seek. Remember that we have so many knowledgeable professionals in the market, and you can now use GenAI for the rest. You need learners, not robots.
• Use Gender-Neutral Language: To ensure inclusivity, use gender-neutral titles and pronouns. Follow the UN Guidelines. Check out “The Global Rockstar Album”, where I wrote about inclusive leadership and what is needed from a language perspective.
• Focus on Skills and Qualifications: Emphasize the skills and qualifications necessary for the job, avoiding unnecessary criteria that may exclude certain groups. Explain the necessity of language proficiency and add the European language certificate framework roster. 
• Apply Cultural Sensitivity: Be aware of cultural biases and use language welcoming to candidates from various cultural backgrounds. Learn about white supremacy, anti-racism and privilege to reduce prejudice and stereotypes in your recruiting process. The Global Rockstar Album has an extensive reading list on the topic, and we offer a coaching program called “The Global Rockstars” and the “RockMeRetreat”, and we can customize a workshop on inclusive leadership or recruiting for your organization. 
• Use Disability-Inclusive Language: Frame job requirements around skills, allowing individuals with disabilities to showcase their abilities.
• Avoid Age-Related Language: Avoid terms that may imply age preferences. Instead, focus on the required skills and experience.
• Incorporate Diversity Statements: Include a diversity statement highlighting the company’s commitment to an inclusive workplace. Encourage women and rainbow talent to apply even if they do not meet the full criteria of the job posting.
• Seek Input from Diverse Teams: When crafting job postings, consult with employees from diverse backgrounds to ensure inclusivity.
• Review and Update Regularly: Job postings should be reviewed and updated regularly to align with evolving diversity and inclusion best practices.
• Check Your Imagery and Look and Feel: What message does your recruiting website convey through its imagery and look and feel? Ask users of different generations and backgrounds to give feedback on the “vibe” they get from your recruiting website and all your social media channels.
• Be approachable: Ask your recruiters and hiring managers to post roles with their names and contact details. Be approachable for questions. Ask them to accept candidate connection requests and have a qualitative database for direct feedback on your candidate experience. There is so much you could learn from listening to diverse candidates.

By adopting these practices, organizations in Switzerland and elsewhere can create job postings that comply with legal requirements and foster a welcoming and inclusive workplace culture.

The Global Rockstar Album