Find Your Apprentice

Accessible and Inclusive Job Posts

Accessible and inclusive job posts can expand your reach to a new, untapped talent pool. Candidates may face barriers in the application process due to accessibility barriers or lack of inclusivity in job postings. You can attract more candidates by implementing a few small changes to further embed inclusivity and accessibility in your job posts.

  • Clearly state your needs. Using buzzwords like “strong attention to detail” or “team player” don’t actually explain what you’re looking for. This can deter candidates from applying, especially those who are neurodivergent or have a disability. Be specific with what you want.
  • Keep it simple! Many job postings require several steps to apply. If an application is too complicated, many candidates will simply skip the job and move on to the next.
  • Keep it barrier free. It’s common for employers to tailor a job posting to their perfect candidate. Setting expectations too high can limit the number of applicants. It can also exclude talented candidates with transferable skills and experience who are eager to learn something new.
  • Use neutral language. Using gender-neutral language is a quick and easy way to show candidates that you hire all gender identities. For example, say “journeyperson” instead of “journeyman”, or use “they/them” instead of “he/him” or “she/her”.

For tips on gender-neutral language and alternatives you can visit the Advancing Women in Trades Toolkit.

If you’re unsure about the language you’re using, check out the Gender Decoder for Job Ads website. This is a quick and easy tool that will check for gendered language in your postings.

You can also download helpful infographics about gendered language in conversation.

  • Use Clear Writing. Use simple and clear language in your job postings. Complicated or ambiguous language can create barriers for candidates. Click here to go to Section #4 for more information on how to write clearly.
  • Clearly state your accommodation process. Don’t assume that candidates will be up front with you about their needs. Candidates might feel uncomfortable requesting accommodations or flexible interview options. Include a statement about accommodations in the posting. Also ask candidates if they need accommodations when you request an interview.
  • Provide contact information. Candidates are more likely to apply for a job if they can contact someone to ask questions or request accommodations. Encourage candidates to contact you if they have questions, feedback or need accommodations in the hiring process.
  • Ask for feedback. Despite our best efforts, we’re not perfect! There’s always room to improve on accessibility and inclusivity. Show that you’re committed to this by asking for feedback on how you can improve your job posts.

Explore these resources to learn more about creating inclusive and accessible job postings.