Recruitment is often the first step in building a more inclusive workplace. The words you choose in a job ad can either open the door to a wide range of candidates or unintentionally shut people out. Accessible job ads help you reach more people, promote fairness, and show your organisation values diversity.
For tips and examples on ways to make your job ads more accessible, read along for some practical ways to get started.
Why accessibility matters
Before we get into the examples, it’s important to understand why accessibility matters in the hiring process. For many people, a job ad is the first time they learn about your organisation. If that first impression feels unwelcoming or difficult to navigate, you may unintentionally rule out strong candidates.
An accessible job ad shows that everyone is welcome to apply. This means using language and formatting that doesn’t create unnecessary barriers. For example, job ads filled with jargon, acronyms or unnecessary requirements can discourage people who have the right skills but feel they don’t meet every line of the criteria.
By writing inclusively, you give more candidates the confidence to apply. This is especially important for people with disability, people from culturally and linguistically diverse backgrounds, First Nations people, and other underrepresented groups.
Keep language simple and clear
As mentioned above, using language filled with jargon and acronyms can create unnecessary barriers for applicants. Wherever possible, use inclusive language to keep your job ad clear and accessible. You can do this by:
Using plain English and avoiding technical or insider terms
For example, instead of “seeking a dynamic team player who can leverage interpersonal capabilities,” try “someone who works well with others.”
Avoiding long lists of “must-haves” and focusing on what’s truly required
If a role doesn’t genuinely require a qualification or 5+ years of experience, leave it out. Many people gain skills through lived experience, volunteering, caring roles, or community involvement, and overly strict criteria may discourage great candidates from applying.
Using people-first, respectful language
If your job ad includes an inclusion statement, make sure the language is people-first and respectful. For example, use “people with disability” rather than “the disabled.”
Checking for biased language
Some words can unintentionally signal that a role is geared toward certain personalities or experiences. For example, terms like “dominant,” “fearless,” or “aggressive” can deter some applicants, while words like “supportive,” “inclusive,” or “collaborative” tend to appeal more broadly.
Research from SEEK shows that small language choices in job ads can significantly influence who feels encouraged to apply.
Formatting for everyone
Good formatting helps more people read, understand and act on your job ad. It’s also an important part of making your application process accessible from the very first step. When creating a job ad, be sure to:
Use a clear and simple structure
Headings, short paragraphs and bullet points help people scan information quickly and support candidates who use screen readers.
Avoid dense blocks of text
Breaking information into smaller sections makes your ad easier to follow and allows people to process the information easier.
Prioritise readability and colour contrast
Strong colour contrast and easy-to-read fonts improve visibility, especially for people with low vision.
Be upfront about accessibility
Once candidates have read your job ad, they should know what support is available and how to access it. A short accessibility statement helps people feel welcome and removes guesswork. You might include:
- A brief message encouraging people with disability and people from diverse backgrounds to apply
- A line inviting applicants to request adjustments (for example, interview format changes, extra time, or receiving questions in advance)
- Clear contact details for accessibility support or questions
Key takeaways
An accessible job ad doesn’t just help candidates - it helps employers find the best person for the role. By keeping language clear, prioritising accessible formats and showing openness to adjustments, you’ll reach a wider talent pool and build a more inclusive workplace from the very first step.
How WISE can help
Whether you’re reviewing your current hiring process or making a few small changes, we can work with you to build systems that support inclusion from the start. Our team offers tailored advice, disability awareness training, and support with inclusive job ads, interviews and workplace adjustments.
To learn more, contact your local WISE office or visit our guide on how to make hiring inclusive and accessible.