Why Inclusive Job Descriptions Are Key to Attracting Returners and Building Diverse Teams
When it comes to hiring, one of the most overlooked but powerful tools is the humble job description. It’s often seen as a box-ticking HR necessity—but in truth, it’s your first conversation with a potential candidate. And like any conversation, the language you use can either invite someone in or push them away.
If your organisation is committed to building diverse teams and creating inclusive workplaces, your job descriptions need to reflect that intention. This is especially true if you’re aiming to be a Returner Friendly Employer—someone who recognises the value of people coming back to work after a career break.
The Power of Language
Language isn’t neutral. The words and phrases we choose can send strong signals about who belongs and who doesn’t. Research shows that job ads filled with jargon, aggressive or overly corporate language, or long lists of “must-haves” tend to deter women, older workers, neurodivergent people, and others who don’t see themselves as “perfect” candidates.
Now consider Returners—people who may have taken time out of the workforce to care for family, recover from illness, retrain, or simply reassess their direction. Many of them are highly skilled, deeply motivated, and bring valuable life experience. But they’re also likely to feel uncertain about how their gap will be perceived. The wrong language in a job ad—phrases like “recent experience required” or “fast-paced environment”—can be enough to make them scroll past.
Job Descriptions as a Signal of Inclusion
If you want to attract Returners and other underrepresented groups, your job description must act as an invitation. That means:
- Opening with your values: Make it clear that you welcome applicants from all backgrounds and specifically mention returners. For example: “We welcome applications from individuals returning to the workforce after a career break.”
- Reframing requirements: Focus on the outcomes of the role rather than a checklist of skills or years of experience. Instead of “5+ years recent experience in X”, try “We’re looking for someone who can demonstrate knowledge of X, regardless of when that experience was gained.”
- Highlighting support: If you offer returner programmes, mentorship, flexible work options, or upskilling opportunities, shout about them. These details signal psychological safety and practical support.
- Auditing tone and language: Use inclusive, clear, and accessible language. Tools like Textio or Gender Decoder can help identify biased or exclusionary terms.
Why It Matters
Inclusive job descriptions do more than help you hire—they shape your culture. They tell the world who you are as an employer and who you value. They’re also practical: when you write with intention, you get better candidates. You attract people who align with your values, who may have been overlooked by traditional hiring practices, and who bring a wider range of perspectives to your team.
At Back to Work Connect, we’ve seen firsthand how powerful it is when employers change their approach. Returners who once thought the workforce had no place for them suddenly see a door open. And when they walk through it, they bring resilience, loyalty, and fresh insight.
Final Thoughts
Being a Returner Friendly Employer isn’t just about saying the right things—it’s about doing the work. And that starts with your job descriptions. Write them with intention. Speak directly to the people you want to welcome in. Make sure your words open doors, not close them.
Because a more inclusive job ad isn’t just good for Returners—it’s good for everyone.
For more information and supports on creating a Returner Friendly recruitment process reach out to our team at info@backtoworkconnect.ie
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