What makes job ads inclusive?
April 26, 2022
Firstly, what does it mean to have inclusive job ads?
So, how does an agency or employer ensure that their job ads are inclusive?
Be super conscious of biased language
Here is a list of language to be wary of using:
- Do not use specific pronouns, like he/her. Try to say things like ‘The ideal candidate will…’ or ‘Apply if you have…’ or ‘The applicant will…’
- Don’t mention race or ethnicity.
- Avoid saying ‘strong-English skills required’ as this may deter people whose second language is English.
- Don’t mention physical appearance, as this has no pertinence to how someone can perform their work.
- Avoid the phrase ‘cultural fit’ and focus on demonstrating your values instead.
- Unless purely hiring for a graduate program or initiative, avoid language that mentions age, such as ‘young’ or ‘energetic’.
- Avoid words that can isolate people with physical disabilities, such as ‘walk’, ‘drive’, or ‘talk’, as you can easily replace them with more neutral language like ‘move’, ‘access to transport’, or ‘communicate’.
- You may want to include a note to show you are open to differently-abled people, such as ‘Anyone with the ability to complete the above work responsibilities with or without reasonable accommodations will be considered'.
- Promote flexible work as this can help many people from diverse backgrounds.
Be open to skillsets that do not come from formal qualifications or higher education
If there are strong requirements for certain skills, mention the technical skills specifically.
Mention your goals for diversity
In today’s competitive hiring landscape, attracting talent is only half the challenge ; retaining top tech talent is where organisations gain a true advantage. With demand continuing to outpace supply across areas like AI, cybersecurity, and cloud, businesses must focus on creating environments where employees choose to stay and grow. 1. Offer More Than Just Salary While competitive pay remains important, it’s no longer the primary driver of retention. Tech professionals are increasingly prioritising flexible work arrangements , meaningful projects, and career progression. Organisations that offer hybrid work, clear development pathways, and exposure to innovative technologies are more likely to retain high performers. 2. Invest in Career Development Lack of growth is one of the leading reasons employees leave. Providing access to training, certifications, and internal mobility opportunities helps keep employees engaged and future-focused. Upskilling not only benefits the individual but also strengthens overall organisational capability. 3. Build a Strong Workplace Culture Retention is closely linked to culture and leadership. Teams that feel supported, recognised, and aligned to a clear purpose are more engaged and less likely to leave. Managers play a critical role in fostering open communication, feedback, and trust. 4. Prioritise Employee Experience From onboarding through to ongoing engagement, the employee experience should be intentional. Regular check-ins, recognition programs, and clear performance expectations all contribute to higher retention. This year, successful organisations are those that take a proactive, people-first approach to retention, balancing commercial outcomes with employee needs. At Peoplebank, we work with organisations to not only attract top tech talent, but to build strategies that help retain them long-term. Get in touch to find out more !
AI voice cloning is eroding trust in financial services. Learn key risks, layered controls, and the cyber/AI talent needed, via Peoplebank FS specialists.
Discover if remote and hybrid tech jobs in Australia pay less, or if top digital talent can now have both high salaries and flexible work options in 2026.
Find out more about the Peoplebank Feb 2026 Salary Guide for role-level pay bands, state insights, trend analysis and recruiter commentary to set competitive offers.
Sumi Dahal predicts 2026 tech hiring will prioritise AI fluency, data and cybersecurity roles, and favour candidates with curiosity and a growth mindset.
Decide between permanent and contract IT hires with Peoplebank's practical guide — learn when to choose each model and let us assess, source and manage your hire.
Discover how Peoplebank reduces time-to-hire without sacrificing quality. Learn our proven process for fast, reliable, and compliant tech recruitment.
Stand out in tech! Expert recruiter Jaylene Quiaonza shares proven tips for crafting a winning resume. Land your dream job with Peoplebank.
Discover how AI is transforming tech careers and industries, creating winners, new roles, and opportunities for professionals and employers in Australia.
Peoplebank Salary Guide Insights
