Inclusive Language in Job Ads: A Practical Guide
If your job advert is unintentionally turning away qualified candidates, your talent pipeline is already limited before you have even begun.
Inclusive language in recruitment is not about political correctness. It is about strategic, effective communication that ensures you attract the best talent, regardless of gender, age, race, background, or ability.
In healthcare, where workforce diversity drives better outcomes and stronger teams, inclusive language is not optional. It is essential.
Here is how to make sure your job adverts welcome the right candidates, rather than unintentionally filtering them out.
What Is Inclusive Language in Hiring?
Inclusive language avoids terms, phrases, or tones that might make someone feel excluded, stereotyped, or unwelcome. It shows a commitment to fairness, representation, and accessibility.
When applied to job adverts, it ensures all qualified candidates, regardless of identity or background, can see themselves in the role and feel encouraged to apply.
Why It Matters
Attracts a broader, more diverse talent pool
Reduces bias in the hiring process
Improves your employer brand
Builds stronger, more inclusive teams and better patient outcomes
Practical Steps to Make Your Job Ads More Inclusive
1. Watch Your Gendered Language
Certain words can subtly appeal more to one gender than another.
Avoid: “Rockstar”, “dominant”, “ninja”, “aggressive”
Try: “Collaborative”, “supportive”, “driven”, “team-focused”
Tip: Use a tool like Gender Decoder to identify biased language.
2. Focus on Skills, Not “Culture Fit”
Phrases like “culture fit” can suggest a preference for sameness.
Instead of: “Must be a perfect culture fit”
Try: “Brings a fresh perspective to our team” or “Shares our values of compassion and teamwork”
3. Avoid Age Bias
Terms such as “digital native”, “high-energy”, or “recent graduate” may unintentionally exclude older candidates.
Stick to what matters: relevant skills and ability to perform the role.
4. Make Accessibility Clear
If your organisation supports candidates with disabilities or neurodiverse individuals, say so and make it genuine.
Example: “We welcome applicants of all abilities and provide accommodations throughout the hiring process.”
5. Be Mindful of Educational and Language Requirements
Avoid overstating requirements that are not essential.
Use phrases like:
“Equivalent experience accepted”
“Proficiency in English required for patient communication” (only when truly necessary)
6. Clearly State Your Commitment to Inclusion
Do not hide your values in the fine print. Make your commitment to equity and inclusion prominent and sincere.
Example: “We are committed to building a diverse team and encourage applications from people of all backgrounds, experiences, and perspectives.”
Bonus: Inclusive Job Ad Checklist
Clear, jargon-free job title
No gender-coded or age-biased language
Focus on responsibilities and impact
Flexible education or experience requirements where possible
Accessibility and accommodations included
Values-based, not “culture fit”-based wording
DEI statement clearly visible
Final Thought
Your job ad is often the first impression but it can also be the first barrier. Inclusive language ensures that your message says: You belong here.
In healthcare, where empathy, trust, and collaboration are essential, inclusive teams do more than reflect your values; they drive better outcomes.
Hiring's too important to leave to chance. At Fertility Talent, we're here to make sure you get it right. Connect with us on LinkedIn or call us on 01904 230002.