How do you write an inclusive job description?

Write in plain, jargon-free language and lead with the outcomes the role must achieve rather than a long wish-list of requirements, which tends to deter well-qualified people who do not tick every box. Strip out gendered or coded terms and unnecessary must-haves, and be transparent about pay range and flexibility so candidates can self-assess without guesswork. This matters because the wording itself decides who feels invited to apply, widening or narrowing your pool before you ever screen anyone. The common pitfall is inflating criteria to describe an ideal unicorn; that signals exclusion, suppresses applications from strong but less traditionally credentialed candidates, and undercuts any inclusion message the rest of your brand is making.