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HR Inclusive Policy Toolkit

Job Postings

Employers: before implementing any policies, please read our Introduction and Key Considerations.

Inclusive Job Postings: What does it mean?
  • Inclusive job postings are worded in a way that won’t result in people feeling uncomfortable or deterred from applying because they experience a disability. 

  • Inclusive job postings state alternative expertise or experience to encourage candidates with different abilities to apply.

  • Inclusive job postings focus on a succinct list of qualifications related to the essential duties or functions, rather than an exhaustive wish list that deters many candidates from applying. 

  • Inclusive job postings are concise, and avoid the use of jargon.

  • They often include some form of inclusion or equal employment opportunity statement e.g. “Name of company, embraces diversity and inclusion.  We welcome candidates from a wide variety of backgrounds, perspectives and skills.  Please reach out and let us know if you require an accommodation at any stage of our hiring.”         

Why is it important?
  • Language plays a powerful role in promoting inclusion.  Highlighting inclusion in job postings and ensuring the language used does not discourage any applicants from applying sets the tone for a candidate’s understanding of inclusivity in your workplace.

  • Job postings from conventional sources such as the internet may be difficult for some people with disabilities to access. For example, many websites are not designed to be used with assistive technologies such as screen readers, and are therefore inaccessible to certain users. 

Sample Job Posting Policy

The following should be added to your larger hiring and recruitment policy. This larger policy should address the rules your organization will follow with respect to hiring and recruitment, the purpose of the policy, who the policy applies to in your workforce, who will be responsible for what obligations under the policy, and the procedures that must be followed under the policy in administering the hiring and recruitment process (including how applications will be assessed).

[Name of Organization] is an inclusive and accessible employer, committed to an inclusive, barrier-free recruitment and selection processes, and a workplace aligned with [Name of applicable legislation].


[Name of Organization] will work with applicants requesting accommodation at any stage of the hiring process.

Putting it into Practice
  • An inclusive job posting starts with an inclusive Job Description.  Beyond mandatory notice of the availability of accommodations, it is a good practice to review the Job Description to ensure that the stated requirements are necessary or “bona fide” job requirements.

  • Use the resource from Hire for Talent which includes Steps for Writing an Inclusive Job Posting (www.hirefortalent.ca)

  • Employers interested in tapping into the talents of candidates with disabilities can contact community organizations and recruiters who can assist in reaching this labour pool. Please click on the button below, ‘Access a Free Consultation’, to expand your reach. 

Interested in a free consultation?

Sign up for the Inclusion Challenge!

Canadian Association for Supported Employment

Tell us about new, innovative supported employment initiatives your organization is spearheading. Please send us your ideas or advice on how CASE can better serve you.

Email: contact@supportedemployment.ca

Phone: 1-800-684-5628

Address: 7051 Bayer's Road, Suite 501

Halifax, Nova Scotia, B3L 2C1

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