Last reviewed: 22 June 2022
- Don’t avoid talking about disability – instead, be open, positive and welcoming.
- Use language that is as straightforward and easy-to-understand as possible – avoid unnecessary jargon and long-winded text.
- Some words and phrases can be off-putting to some disabled people – see below for examples.
Do
- Talk about disability – Be positive about the benefits of a diverse workforce and talk openly about disability. Don’t let fear of saying the wrong thing lead you not to talk about disability, as disabled applicants will notice this and may be deterred from applying.
- Encourage disabled people to apply – You could state this explicitly (for example, “We encourage disabled people to apply for this role”) and provide examples of how you will welcome disabled applicants, candidates and new starters.
- Use positive language – Acknowledge the positives that disabled people can bring to the workforce. For example, “We welcome applications from disabled people and seek to realise the benefits of a diverse workforce.”
- Use warm and personal language – Avoid writing in the third person, for example by talking about “the applicant” or “the employee”. Address the applicant directly using the second person “you”. Similarly, talk about your organisation in the first person – “we” and “us” – rather than in the third person – “the organisation”.
- Use clear language – Use short, simple sentences and regular paragraph breaks. Use bullet points for lists of three or more things. Use plain English – see our resource ‘How to write in an accessible way’ for more information.
- Invite applicants to ask about adjustments to the application process – Make it clear that you will make adjustments where possible and fair and make it clear how applicants can do this. It is better to talk simply about ‘adjustments’ or ‘changes’ rather than ‘reasonable adjustments’, as ‘reasonable’ means the legal minimum required in the UK. Remember, you can’t ask for information about health or disability before making a job offer, so make sure questions about adjustments are focused on removing barriers to the recruitment process only, and not about the individual’s health or disability. For more information, see our resource ‘Can I ask candidates questions about disability?’ in this Toolkit.
- Use active language – For example “email your application to…” rather than “applications will be emailed to…” The first example uses the active voice and the second is passive. The active voice isn’t always clearest, so use your judgement – however, it is usually better.
Don’t
- Avoid talking about disability – Don’t let fear of saying the wrong thing lead you not to talk about disability. Disabled applicants will notice this and may be deterred from applying. Follow the guidance in this resource, and contact our Advice Service for advice if you are unsure how to talk about disability in a job advert. You can also consult with employee resource groups (ERGs) about terminology to use and avoid.
- Have long sentences and paragraphs – Avoid long sentences and paragraphs as these can be difficult to read, especially for applicants with conditions such as dyslexia or ADHD. Break up long sentences into shorter, simpler sentences, and use regular paragraph breaks.
- Use unnecessary jargon – Some jargon may be necessary, for example the name of specific software tools that a computer engineer will need to use. Only use jargon and technical language if you are sure that your audience will understand it and if it is truly necessary for the applicant already to be familiar with it.
- Use colloquialisms – You don’t want to use overly formal language, but overly familiar language and metaphorical language can seem insincere and off-putting, particularly for applicants with neurodiverse conditions such as autism. They can also be culturally confusing, for example for applicants who are not from your country or who don’t speak English as a first language, and therefore may not be familiar with local colloquial sayings.
- Use metaphorical language – Be literal in your job adverts. Figurative or metaphorical language – such as “think outside the box” or “work side-by-side with colleagues” – can be interpreted differently to how you intend, particularly by applicants with conditions such as autism.
- Use passive language – For example “applications will be emailed to…” rather than “email your application to…” The first example uses the passive voice and the second is active. The active voice isn’t always clearest, so use your judgement – however, it is usually better.
Words and phrases to avoid
“Fast-paced environment”
This may be true, but it is better to be more specific. This could mean a number of things, and an applicant with anxiety or a neurodiverse condition, for example, could be deterred unnecessarily. If the role involves working with tight deadlines, say that instead, including how long the deadlines usually are.
“Must cope well under pressure”
Pressure is an unavoidable part of some roles, but there are different types of pressure. Some applicants might interpret this as meaning that they will face unreasonable deadlines and possibly an unsupportive or hostile workplace culture. Instead, specify the duties of the role and allow the applicant to assess how pressured meeting those goals would make them feel.
“Must be sociable”
This is rarely a genuine requirement for a role and could deter someone – for example someone with autism – who would be uncomfortable in social situations. If the role is customer- or client-facing, say instead something like “The employee will need to be able to manage positive engagements and interactions with customers / clients”
“Resilient”
This suggests that the role will place an undue burden of pressure or stress on the applicant and displaces the responsibility for dealing with it from the employer and onto the employee. It is also a subjective term – some people may find some tasks easier or harder than others, and therefore one candidate may need more resilience to handle a situation that another could manage comfortably. Instead, be explicit and detailed about the aspects of the role that you believe will require resilience, and allow the applicant to decide whether they would be comfortable managing them.
Read next
- Can I ask candidates questions about disability?
- Attracting disabled applicants
- Asking about adjustments – Language
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