London is one of the most diverse cities in the world. It’s a place where over 300 languages are spoken and professionals come from every cultural, ethnic, and social background imaginable. In such a rich environment, hiring practices must evolve. If your job descriptions don’t reflect the diversity of the city you’re hiring in, you’re already behind.
At Resource Provider Ltd, we help UK employers build inclusive recruitment strategies that reflect the real London vibrant, multicultural, and full of potential. One of the most overlooked areas? The language used in job ads. Subtle wording choices can either open the door to a wide range of candidates or silently push them away.
Here’s how to make sure your job descriptions actively welcome everyone.
Why Inclusive Language Matters
Inclusive language is more than avoiding obvious bias. It’s about being thoughtful with how your words are interpreted across gender, race, neurodiversity, age, and lived experience. Research consistently shows that small adjustments in phrasing can dramatically affect who applies.
In a city like London where the workforce is hugely diverse language shapes perception. And perception shapes applications.
Check for Gendered or Biased Phrasing
Words like “aggressive”, “dominant”, or “ninja” may unintentionally appeal more to men. On the other hand, overly nurturing terms like “supportive” and “empathetic” may suggest a role is more suited for women.
Instead, go for neutral language:
- Replace “strong leadership” with “able to guide a team through change”
- Replace “competitive” with “goal-oriented”
- Replace “fast-paced” with “dynamic and evolving”
Tools like Gender Decoder and Textio can help flag unconscious bias in your listings.
Don’t Assume a Career Path
Phrases like “recent graduate” or “native English speaker” can exclude great candidates unnecessarily. Someone who retrained in their 30s or who speaks English fluently but learned it as a second language may still be perfect for the job.
Instead of “recent grad”, try “entry-level with a passion for learning”.
Instead of “native English speaker”, try “excellent written and verbal communication in English”.
Be inclusive of non-linear paths many of London’s professionals didn’t get here by the textbook route.
Be Clear on What’s Essential
When everything is listed as a “must-have”, people from underrepresented groups are more likely to self‑deselect. Research shows that men tend to apply when they meet 60% of criteria, while women often feel they need 100%.
So:
- Separate “essential” from “preferred”
- Focus on capabilities over credentials
- Consider adding: “If you don’t meet every requirement but are excited about this role, we’d still love to hear from you.”
This simple line can open the door to more voices.
Highlight Your Commitment to Inclusion But Back It Up
It’s okay to say your company values inclusion. But don’t let it stop at a single sentence at the end of the post. Prove it throughout the description:
- Use real examples of inclusive practices (e.g. employee resource groups, flexible working, name-blind hiring)
- Mention benefits that support work-life balance or specific communities (e.g. mental health support, parental leave, religious accommodations)
- Feature testimonials or links that show how your workplace embraces diversity in action
In London, candidates want to see more than statements they want to see evidence.
Avoid Cultural Assumptions
Not everyone in London shares the same cultural references. Avoid idioms or humour that might not translate across communities or backgrounds.
For example, a phrase like “you’ll hit the ground running” may not mean much to someone for whom English isn’t their first language. Instead, use “you’ll take ownership from day one”.
Keep your language accessible. Clear beats clever, every time.
Write for People, Not Perfect Profiles
The best talent doesn’t always look perfect on paper. Inclusive job descriptions speak to potential, not just past accomplishments. They invite people from all backgrounds to imagine themselves in the role.
Let your tone be encouraging. Let your expectations be realistic. And let your words reflect a London that’s inclusive, modern, and full of opportunity.
Final Thoughts
Attracting diverse talent starts with how you speak to them. Inclusive job descriptions aren’t just about compliance they’re about connection. In a city as global and multifaceted as London, your hiring language should reflect the people you hope to reach.
At Resource Provider Ltd, we believe better words lead to better hires. If you want to build job ads that resonate across cultures, identities, and experiences, we’re here to help.