The diversity clause

A diversity clause expresses clearly that everyone is welcome. An example: 'We select candidates based on their talents and competences regardless of age, religion, gender, origin, sexual orientation or disability.'

Use this statement in recruitment ads if inclusion is really supported by your organisation. This positioning is definitely strengthened when it is reflected in your organization's goals, mission and vision. Put the clause at the head of your vacancy text.

Reduce the number of job requirements

What are the top qualities of a good employee?

Take a close look at the job requirements when writing a vacancy text. First list all requirements, then delete those the duplicates or synonyms. Select 4 to 5 essential requirements for the job.

Take into account your own prejudices

How do you write a vacancy text? Is it often done on the basis of a visual of someone who looks like you or someone you know?

So, be aware of your own prejudices when writing a vacancy text. Try not to see yourself as the norm, but look at the text from a different perspective. Curious about your own prejudices as a recruiter? The building block Avoid (un)conscious prejudice covers this in more detail. 

Address your reader

Try to address the reader in the vacancy text. Use 'You are' rather than 'We are looking for'. Candidates often don't respond because they fear they will not fit in anyway. This means there is no identification with the job or the employer. Try including a quote from a member of the target group that you want to attract, so that the threshold is lowered and the potential candidate actually responds effectively.

How do you phrase terms of employment?

Mention the terms of employment that build the inclusivity of the organisation. Mention, for example, the option to choose holidays freely, according to one's own belief.

Where is your target audience?

You don’t appeal to your target candidates? Explore how you to reach them better, and dare to step off the well-trodden path in recruiting employees. Not sure where to start? See Expand your recruitment channels, in this D&I kit, for practical tips and tricks. 

The gender gap in language

Words have gender connotations. Do you also want to attract women with your vacancy text? Use words with a female gender connotation. Women find that more attractive and men have no real preference here. 

Some tips:

• use gender-neutral job positions, e.g. 'scientist' instead of 'scientist m/f'

• use adjectives with the correct connotation: feminine or neutral adjectives appeal more to women than male-gendered ones

• describe competences as behaviour: describe personal characteristics as behaviour (how one operates) rather than as a characteristic (how one is)

Develop your sensitivity to inclusive language

Phrases such as 'Every Friday evening we have end-of-the-week drinks' and 'We organise fun activities at Sinterklaas and Easter' may be quite acceptable. They describe the atmosphere in which the candidate will work and will also appeal to many people.

However, if you want to attract a more diverse candidates, it's recommended to develop your sensitivity to inclusive language and look critically at this kind of content. What, for instance, if your potential candidate does not drink alcohol or celebrates other holidays? The chances are that this job seeker will not feel addressed, and will not respond to your vacancy text. So, consider carefully what you do and do not include in your vacancy texts. Choose rather to mention things that are more inclusive, such as flexible hours, a healthy work-life balance and extensive leave options.