Most companies don’t talk about diversity in job descriptions. Those that do tend to use the standard “We’re an equal opportunity employer” statement born from the 1964 Civil Rights Act and enforced by the U.S. Equal Employment Opportunity Commission.
But that blurb is increasingly not enough. Candidates are expecting more from employers in the wake of movements like Black Lives Matters and #MeToo. They want companies to take a stand on diversity, equity, and inclusion (DEI) and to show evidence of their commitment.
We recently surveyed more than 750 LinkedIn members about their diversity statement preferences in job descriptions. We found that boilerplate statements like the one above are often perceived as less likeable and convincing than more empathetic statements. As one participant wrote,“If an employer uses the generic text, I assume their legal team told them to. Custom statements indicate that they actually do value diversity and inclusion.”
So what does empathetic look like? Our survey respondents used words like honest, friendly, unique, and straightforward, guiding us to the most genuine expressions of DEI we could find. The following postings resonate because these companies are doing the hard work internally. But words still matter. Let’s look at a handful of best-in-class approaches:
1. Clover Health packs in powerful statements you won’t find elsewhere
Clover Health embeds DEI throughout its job postings using simple words and sentences. They are original and read like a person speaking from the heart. According to our survey, the less “standard” a diversity statement is, the more the company is perceived to value DEI. As one participant wrote: “Boilerplate blurbs feel like a requirement, and don't really communicate anything about the employer or their values.” Another wrote: “A generic statement can feel like an insincere obligation, even if the company is sincere about diversity and inclusion.”
You won’t find statements like Clover’s in any other job postings, and that’s why they’re so appealing. Here’s Clover’s introduction from a recent product designer job post:
We value diversity — in backgrounds and in experiences. Healthcare is a universal concern, and we need people from all backgrounds and swaths of life to help build the future of healthcare. Clover's engineering team is empathetic, caring, and supportive. We are deliberate and self-reflective about the kind of engineering team and culture that we are building, seeking engineers that are not only strong in their own aptitudes but care deeply about supporting each other's growth.
And the conclusion:
From Clover’s inception, Diversity & Inclusion have always been key to our success. We are an Equal Opportunity Employer and our employees are people with different strengths, experiences and backgrounds, who share a passion for improving people's lives. Diversity not only includes race and gender identity, but also age, disability status, veteran status, sexual orientation, religion and many other parts of one’s identity. All of our employee’s points of view are key to our success, and inclusion is everyone's responsibility.
Candidates can also sense Clover’s commitment to DEI because it’s actively recruiting for open-mindedness. The company, the post says, is looking for people who “can bring clarity to ambiguity while remaining open-minded to new information that might change your mind.” Valuing that characteristic is a sign of an inclusive culture.
Singling out those with criminal records is additional evidence. “Pursuant to the San Francisco Fair Chance Ordinance,” the post says, “we will consider for employment qualified applicants with arrest and conviction records.” So few companies show this level of inclusiveness, but it broadens the talent pool and may be just the nudge some need to apply.
2. MOD engages people with disabilities, uses conversational tone
MOD Pizza job descriptions stand out for several reasons, one of which is the “Physical Requirements” section. Listing the physical demands of the job opens the door to those with disabilities to make an accommodation request. The careful, inclusionary word choices — such as "move about" rather than "walk" or “exchange information” rather than “talk” — puts the focus on the physical needs of the job, not the physical capabilities of the worker. People who are unable to see, hear, or type, for example, can still fulfill the communication requirement — they just may need accommodations, such as modified equipment or personal assistance. Too many companies overlook people with disabilities, so showing a sensitivity to them sets this U.S. pizza chain apart.
[This role’s] work involves remaining in a stationary position most of the time in front of a computer, using a keyboard, mouse, and telephone. Regularly operate a computer and other office equipment. Occasionally move about the work site to access file cabinets, office equipment, etc. . . . Communicate or exchange information with co-workers and other individuals in person or electronically.
MOD’s job postings also begin and end with DEI, hooking candidates with empathy right away. “No matter who you are,” a recent job post says, “or where you come from, you are welcome here. At MOD, we embrace individuality, support human growth, and recognize the value in second chances.” Calling out “second chances” in the first section speaks directly to those who’ve hit hiring barriers elsewhere.
MOD’s closing statement has a more comprehensive list of anti-discrimination characteristics than the standard blurb. So in addition to “without regard to race, color, religion,” MOD cites categories like “ancestry” and “citizenship status”:
MOD welcomes people from all backgrounds and walks of life, and it’s reflected in our largely diverse community of MOD Squaders. MOD is proud to be an equal opportunity employer and is committed to providing equal opportunity for all employees and applicants. MOD recruits, hires, trains, promotes, compensates, and administers all personnel actions without regard to race, color, religion, sex, sex stereotyping, pregnancy (which includes pregnancy, childbirth, and medical conditions related to pregnancy, childbirth, or breastfeeding), gender, gender identity, gender expression, national origin, age, mental or physical disability, ancestry, medical condition, marital status, military or veteran status, citizenship status, sexual orientation, genetic information, or any other status protected by applicable law.
Some of our survey respondents said that the more characteristics listed, the more highly they think of the company. Others look to see specific categories: “I ALWAYS look for gender identity and gender expression,” wrote one respondent. But, legal requirements aside, you don’t have to list every single classification. What’s important is conveying that you welcome everyone equally.
MOD also links to a dedicated DEI page on its website and press about its DEI initiatives. A job description is just one place for DEI, but if it’s part of your culture, it likely shows up elsewhere. One respondent commented: “It’s easy to write a diversity statement. It’s hard to prove that a company goes beyond a diversity statement.” One way to show that your DEI commitment runs deeper than your job description is to link to your other DEI assets.
3. Target makes DEI a job responsibility
At Target, owning DEI can be a part of the job, as a recent posting for store director shows. When individual employees are held accountable for “modeling inclusive behaviors” and “proactively managing bias,” and those responsibilities are in the same list as “understanding sales trends” and “knowing and assessing the competition”, it shows the company is taking DEI seriously. In describing “what a typical day will most likely include,” Target highlights the following duties:
- Demonstrate a commitment to diversity, equity, and inclusion through continuous development, modeling inclusive behaviors, and proactively managing bias
- In partnership with HR, support the leadership team in ensuring equitable experiences, strengthening inclusion acumen, and promoting a culture of inclusivity and belonging that embraces the contributions of all team members
Target’s job posting also shows us that a big corporation can sound human. The company’s words are approachable and inviting: “You’re working alongside a dedicated team that cares, grows, and wins together . . . ,” the post says. “You develop leaders who care about their team members, and team members who care about their guests and each other.” In addition, inclusive language such as “we have some amazing training that will help teach you everything you need to know” also broadens the talent pool. Stating that much of the job can be taught helps ‘screen in’ candidates and is a sign of a more equitable and inclusive workplace.
4. ADP shows off its track record of success
ADP touts its DEI achievements in its job postings. In a posting for a sales intern role, for example, the company plugs its awards (DiversityInc Top 50, among others), its CEO’s actions, and its rich DEI resources.
A little about ADP: We are a global leader in human resources technology. . . . We believe our people make all the difference in cultivating an inclusive, down-to-earth culture that welcomes ideas, encourages innovation, and values belonging. We’ve received recognition as a global Best Places to Work and a recipient of many prestigious awards for diversity, equity, and inclusion, including a DiversityInc® Top 50 Company, Best CEO and company for women, LGBTQ+, multicultural talent, and more...
As one survey respondent wrote, “A mere statement about diversity and inclusion, whether it be in the job description or elsewhere, is just words. Actions and behavior of the company employees are a better indicator of how diverse the culture is.”
Like the other examples, ADP’s doesn’t conclude with a boilerplate statement. Instead it speaks to the bigger picture: “ADP affirms that inequality is detrimental to our associates, our clients, and the communities we serve.” And then beyond listing protected characteristics, it lays out what it does measure employees by — things that truly matter, like job performance.
“We support an inclusive workplace,” the post says, “where associates excel based on personal merit, qualifications, experience, ability, and job performance.”
5. Automattic ties DEI to company mission
In a recent job posting for a product designer, Automattic ties DEI to its broader mission. Just as the company’s goal is to keep the “web free and open,” its way of working is free and open. Employees, the posting claims, “believe that good ideas can (and do) come from anywhere” and “are kind to each other.” They “have no set hours” and “can be involved in any discussion.” The inclusive language resonates because it aligns so well with Automattic’s purpose.
According to our survey, this alignment is important. As one participant wrote, “A good employer understands that it takes a top-down and bottoms-up approach, making a policy that is part of their core values and showing it through their actions.”
Here’s a snapshot of Automattic’s mission:
At Automattic, we believe in making the web a better place. We’re the people behind WordPress.com, WooCommerce, Tumblr, Simplenote, WordPress VIP, and more, and we’re looking for seasoned Product Designers to keep the web free and open with us.
And the culture that aligns with it:
We’re a global, distributed workforce in over 70 countries. We value open source, prioritize transparent communication, believe that good ideas can (and do) come from anywhere, so we encourage Automatticians to work together across positions and roles. Together we create, develop, and care for a collection of digital products and services that are committed to democratizing publishing and commerce.
- We’re kind to each other and our users – we strive to build a positive, supportive, and inclusive culture of cohesive teams focused on delivering value to our customers.
- We have no set hours, or expectation that you’re online from 9 to 5. You create a schedule that allows you to get your best work done.
- We welcome collaboration, and you can be involved in any discussion across our many communication channels. Here’s more about what we expect from ourselves.
Automattic also includes evidence of its DEI commitment at the end of the post. As one survey participant reflected: “The true test of [a company’s] commitment to diversity and inclusion is how they act.” Automattic’s DEI committee, unconscious-bias training, and employee resource groups (ERGs) are all examples of taking action. Providing concrete examples of “grassroots change” also shows its inclusive culture is growing organically.
We’re improving diversity in the tech industry. At Automattic, we want people to love their work and show respect and empathy to all. We welcome differences and strive to increase participation from traditionally underrepresented groups. Our DEI committee involves Automatticians across the company and drives grassroots change. For example, this group has helped facilitate private online spaces for affiliated Automatticians to gather and helps run a monthly DEI People Lab series for further learning. DEI is a priority at Automattic, though our dedication influences far more than just Automatticians: We make our products freely available and translate our products into and offer customer support in numerous languages. We require unconscious bias training for our hiring teams and ensure our products are accessible across different bandwidths and devices.
6. Amgen calls out progress for transgender employees
In an Amgen job posting for a medical lead, the company calls out its recent benefits change:
We equip all our staff members to live well-rounded, healthy lives. Most recently, Amgen added benefits for transgender employees and continues to pride itself on industry-leading, family-friendly offerings for families of all compositions.
Amgen’s posting doesn’t lead with diversity, but addresses it toward the end. Our survey results show mixed views on where these statements should lie — 25% prefer them at the beginning, 22% prefer them at the end, and 38% are neutral. (The remaining 15% prefer no statement.) Interestingly, for those who identify as people of color, a preference for seeing DEI at the beginning jumps to 33%, while the end and neutral drop to 19% and 33%, respectively.
The range of responses reflects this lack of consensus. One participant wrote: “An employer that values diversity and inclusion should place the statements at the top of their applications.” Another commented: “I prefer [DEI statements] at the end of the ad, or in a call-out or pull-quote box.” Yet still another wrote “I’m neutral on whether it should be placed at the top or end of the job announcement, but if it’s for a DEI or HR role, I’d place it up top.”
We find that many best-in-class job postings do both. They embed DEI throughout the posting, from beginning to end, just like it’s embedded in their cultures. One thing’s for sure — it should be somewhere. As one participant said: “It’s difficult to determine sincerity from words on paper. However, it is better to say something than nothing at all.”
Final thoughts
Words can never fully capture a company culture, but they’re a start. Today’s talent expects employers to commit more to DEI. So, your job postings are a good place to show it.
Not talking about diversity and inclusion entirely is a miss, and using a canned statement and nothing else may sound insincere. The more authentic you can be in conveying your commitment to DEI, the more likely you’ll attract high-quality talent from underrepresented groups.
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Topics: Job descriptions Small business Employer brand Diversity
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