Inclusive Job Advertisement Checklist

Use this job advertisement checklist to see what else you could be doing to improve your recruitment strategies.

Our Company’s Job Ads:
□	Are up-to-date and meet legal requirements and government standards. They have been reviewed by a lawyer or a human resources staff member in the last 2 years.
□	Are objective and use inclusive language (see Appendix 1.H), avoiding gendered terms, or phrases that could suggest exclusion based on gender, race, age, etc.
□	Include an “Equal Opportunity Statement” (see Appendix 1.A) and a clause regarding workplace diversity and dedication to equality.
□	Clearly list the duties and responsibilities of the position, including specific and general tasks.
□	Make clear the requirements of candidates, including any skills tests or interview requirements.
□	Include images of women working in a related skilled trade.
□	Make clear our company’s progressive practices and training opportunities.

Our Company’s Job Postings Have Been Shared:
□	On job websites accessible by everyone.
□	With women-friendly groups and sites.
□	To at least three different platforms (for example, online, on school job boards, social media, employment agencies, trade shows, newspapers).

Our Company’s Interview Process:
□	Is transparent to all applicants.
□	(Whenever possible) has at least one woman on the hiring committee.
□	Has a hiring committee that has undergone diversity training and is aware of gender-bias barriers in recruitment.
□	Have standardized questions and evaluations that are administered similarly for everyone (Appendices 1.D, 1.E, and 1.F).
□	Includes an explanation of the company’s diversity policies.