If you are an employer who wants to attract a diverse range of candidates, it’s not enough to say you value diversity and inclusion. You need an inclusive job description and person specification that shows this and welcomes every candidate from the first line.
As a Managing Consultant at Peridot Partners, working closely with charities and not for profit organisations recruiting at executive levels, I often see roles that unintentionally exclude brilliant people before they even consider applying. The good news is that they are easy to fix.
We have helped numerous clients edit and refine their job descriptions and person specifications, from condensing reams of detail about a role to removing language such as ‘physically able to perform the duties on the job description’.
Find out practical tips for writing inclusive job descriptions and person specifications that invite more people to apply.
Why inclusive language helps candidates feel welcome
Every job description sends a message about who belongs in your organisation. The language you choose can play an important role in attracting diverse candidates and leaders.
When candidates read a job description, they’re not just scanning for skills, salary and benefits; they’re subconsciously asking: “Is this place for someone like me?”
Using inclusive language in your job description helps people feel welcomed, valued and confident enough to apply. Studies and our experience show that some ethnic minority candidates feel less confident applying and that women are less likely to apply if they don’t meet every requirement.
For charities and not for profits where values matter deeply, inclusive language needs to reflect your mission.
Common barriers in job descriptions that block applicants
Some common examples of exclusion in job descriptions include:
- Gender-coded or corporate language: Words like “competitive”, “dominant”, “strong” or “fast-paced” can deter candidates who don’t identify with those traits.
- Overly prescriptive requirements: Long lists of “essential” criteria or rigid experience requirements can disproportionately exclude women, ethnic minority candidates, disabled candidates and career changers.
- Jargon and sector shorthand: Internal acronyms or assumed sector knowledge can be off-putting,especially for people bringing transferable skills from outside the charity sector.
Removing these barriers by changing the wording in your job ads opens the gate to a wider pool of talented candidates. It can also complement approaches like anonymised recruitment, which some organisations use to reduce bias in hiring.
How to write a person specification that focuses on potential
One of the biggest opportunities for change lies in the person specification.
Ask yourself:
- Does someone really need every skill on this list from day one?
- Are we describing what success looks like or just replicating the previous job holder?
Instead of searching for a “perfect” candidate, focus on:
- Core skills and behaviours
- Transferable experience
- Ability and willingness to learn
This shift is especially important in the not for profit sector, where lived experience, values alignment and adaptability can be just as important as formal qualifications.
Simple ways to make your job description more inclusive
Inclusive job descriptions don’t have to be complicated. A few practical changes can have an immediate impact:
- Use plain, accessible language: Write as if you’re speaking to a real person, not drafting a policy document.
- Replace rigid phrasing: Swap “you must have” for “you’ll bring” or “we’re looking for someone who can”.
- Be clear about flexibility and support: Mention flexible working, reasonable adjustments or openness to different working patterns
- Separate ‘essential’ from ‘desirable’ carefully: Keep essential criteria genuinely essential. If it can be learned, say so.
- Be transparent about salary where possible: Clear salary information helps candidates decide whether the role is right for them.
These changes help candidates focus on what they can bring, rather than what they lack.
How inclusive job descriptions show your organisation’s values
Your job description is often a candidate’s first interaction with your organisation.
An inclusive, thoughtful advert tells people that you value difference, care about fairness and that you’re serious about inclusion.
For charities and not for profits, this matters because more candidates are choosing organisations that live their values every day, instead of just showcasing them on a website.
Inclusive job descriptions are just the first step in building an inclusive organisation, but they can make a big difference in who applies.
Rachel Davies is a Senior Consultant, specialising in recruiting for the health and social care sectors, particularly with small charities and those in the disability sector. Combining her wealth of experience with her passion for recruiting good people for good causes, Rachel can help you find the best talent for your organisation. You can connect with Rachel on LinkedIn or send her an email.
