A job posting is often the first impression a candidate has of your organization. The language you use, the qualifications you list, and the signals you send about culture all influence who applies — and who does not. Inclusive job postings attract a broader, more qualified applicant pool and reduce legal risk under Canadian human rights law. This guide covers the practical changes that make the biggest difference.
Language audit: coded bias to remove
Certain words and phrases consistently reduce applications from women, older candidates, and candidates from underrepresented groups — not because these groups lack the skills, but because the language signals that the culture is not built for them.
Remove these terms:“dynamic,” “rockstar,” “ninja,” “guru,” “young and energetic,” “hungry,” and “competitive.” Research from Textio and LinkedIn consistently shows these terms are gender-coded masculine and reduce applications from women. “Young and energetic” is also a direct Ontario Human Rights Code violation, as it expresses a preference based on age.
Replace with neutral descriptors:“collaborative,” “detail-oriented,” “experienced in,” “skilled at.” Describe what the person does and what they need to achieve — not their personality archetype.
Culture-fit language (“you'll fit right in,” “work hard, play hard”) is vague and can signal to candidates outside the dominant culture that they won't belong. Replace with specifics: “we hold a monthly team lunch,” “meetings start on time and end with clear next steps.” Specific claims are credible; generic claims are not.
Required vs preferred qualifications
One of the highest-leverage changes you can make is separating requirements from nice-to-haves — and cutting both lists down. A single undifferentiated list of fifteen qualifications reads as “you must have all of these.” McKinsey and Harvard Business Review research documents that women apply only when they meet nearly all listed requirements, while men apply when they meet 60% or more. A shorter, separated list levels the playing field.
For your required list: include only qualifications that genuinely cannot be trained in the first 30 to 90 days of the role. If you would hire a strong candidate who lacks a specific item, that item is not required — it is preferred. Most roles have three to five genuine requirements.
For your preferred list: cap it at three to five items. Label it clearly as “nice to have” or “an asset.” Including ten preferred items still signals a high bar and discourages the same candidates you are trying to reach.
Education credential equivalency
Requiring a specific degree when equivalent experience produces the same outcomes is both a barrier to diverse candidates and, in some cases, a potential human rights issue. Newcomers to Canada with international credentials are disproportionately affected by rigid degree requirements that do not account for credential equivalency.
The standard fix is to add an equivalency statement to any education requirement: “Diploma or degree in [field], or equivalent combination of education and experience.” This one sentence significantly expands your applicant pool without changing your actual evaluation criteria.
If you are in a regulated profession (accounting, engineering, law) where specific credentials are legally required, state this clearly and specifically. A blanket “degree required” without a profession-specific reason is harder to defend and less inclusive than “CPA designation required for this role.”
Accommodations statement and Ontario Human Rights Code
Ontario employers have a duty to accommodate candidates with disabilities to the point of undue hardship under the Ontario Human Rights Code. This duty begins at the application stage. Including an accommodations statement in your job posting signals compliance and signals to candidates with disabilities that they are welcome to apply.
A standard accommodations statement for an Ontario job posting: “[Company name] is committed to providing accessible recruitment processes. If you require an accommodation at any stage of the hiring process, please contact [contact information] and we will work with you to meet your needs.”
The Human Rights Code also prohibits language that expresses preferences based on any of the 17 protected grounds. Common violations include “native English speaker” (national origin, ancestry), “recent graduate preferred” (can imply age bias), and “must be clean-shaven” without a legitimate safety reason (can target religious expression). When in doubt, describe what the job requires, not what the person should be.
Pay transparency and gender-neutral language
Pay transparency is one of the most impactful inclusive posting practices. LinkedIn data shows postings with salary ranges receive 2x more applicants than postings without them. Pay transparency also reduces gender pay gaps: when compensation is visible, negotiation advantage based on confidence (which is correlated with gender) is removed. In BC and PEI, salary disclosure in job postings is now legally required; Ontario is expected to follow.
Post a real range. A range of $55,000–$65,000 is credible and useful. A range of $40,000–$85,000 signals you have not thought through the role. If your range is wide because experience level genuinely varies, state this: “The range reflects junior to mid-level experience; compensation is determined based on qualifications.”
Gender-neutral languagethroughout the posting means using “they/their” instead of “he/she” when referring to the candidate, and avoiding role titles that are gendered by convention when neutral alternatives exist (“server” not “waitress,” “flight attendant” not “stewardess”). For a companion guide on the full job description, see our post on how to write a job description that attracts talent.
Frequently asked questions
What words should I avoid in a Canadian job posting to reduce bias?
Avoid 'rockstar,' 'ninja,' 'guru,' 'dynamic,' 'young and energetic,' 'hungry,' and other coded personality terms. These correlate with age, gender, or cultural norms and reduce applications from underrepresented groups. Replace with neutral, specific descriptors of what the job requires and what outcomes the role delivers.
Do I legally need to include a salary range in an Ontario job posting?
As of 2026, Ontario has no legislation requiring salary disclosure in job postings, though BC and PEI do. Including a salary range is strongly recommended regardless: LinkedIn data shows postings with ranges receive 2x more applicants, and pay transparency reduces differential negotiation outcomes by gender.
Am I required to include an accommodations statement in my Ontario job posting?
Ontario's Human Rights Code imposes a duty to accommodate candidates with disabilities to the point of undue hardship. While not technically required in the text of the posting itself, including an accommodations statement is standard practice, signals legal compliance, and encourages qualified candidates with disabilities to apply.
How do I separate required from preferred qualifications in a job posting?
Create two distinct sections labeled clearly: 'Required' (qualifications you genuinely cannot train in the first 90 days) and 'Nice to Have' (genuine assets but not dealbreakers). Required list: three to five items. Nice-to-have list: three to five items maximum. Review each item honestly, if you would hire someone without it, it is not required.
What is an education credential equivalency statement?
It is a standard phrase added after an education requirement that opens the role to candidates with equivalent experience: 'Diploma or degree in [field], or equivalent combination of education and experience.' This single sentence meaningfully expands your applicant pool and reduces barriers for internationally trained candidates and career changers.