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Your Diversity Recruiting Inclusive Content Checklist

Check out how you can create diverse recruitment marketing campaigns accessible to everyone.

Inclusive content and design elements bolster your diversity recruitment campaigns.

Check out the following notes on how to help bolster your recruitment campaign and make them accessible to more people. 

  • Use text alignment for readability: Left-align text rather than center text.

  • Always leverage 12-point font or higher.

  • Avoid italics.

  • Avoid column widths that are too narrow or too wide.

  • Break up large amounts of text into chunks using headlines, subheads, and bulleted lists.

  • All images must have an ALT attribute (if an image is decorative/doesn’t add to content, the ALT can be empty; images that convey meaning must have ALT).

  • Don’t use the word “picture” or "image” as ALT text.

  • Include additional info in the “aria-label” attribute for CTAs.

  • Always exhibit the visible expression of diversity across a range of representations.

  • Introduce broad representation across editorial content (e.g., news story subjects, featured campus events).

  • Use of authentic imagery vs. stock photography.

  • Add closed captioning to all videos & ensure the text file for closed caption is attached to the video player, readable by search engines.

  • Add audio descriptions (ex: a man walks into an office building).

  • Ensure your video/audio does not support autoplay.

  • Audio files should have downloadable transcripts.

  • Use heading tags: <h1> to <h6> to help navigate text (BONUS: this helps with SEO). 

  • Use URL link text and descriptions.

    • Keep your URL streamlined and as few keywords as possible.

    • Avoid “click here”; instead, say, “Get" or “get info about.”

  • Use inclusive language. Mention of people, functions, and priorities across your content relates to diversity, equity, and inclusion.

    • Use pronouns like “they/them," “students," “folks,” or "everyone,” instead of “he/she," “mankind,” or "guys.”

    • When referring to disabilities, use people-first language, so their disability does not define individuals.
      • E.g., use “person with a disability” vs. “disabled person” (unless the person indicates another preference).
    • When conducting a story interview, ask sources for their preference regarding race, ethnicity, religion, and gender.
  • Use of appropriate language and terminology (e.g., describing someone as a “wheelchair user,” not as “wheelchair-bound").
What else can you do?

To learn even more about diversity recruiting and tips on how to tell your diversity recruitment story: check out our diversity recruiting blog round-up.

To learn more about ways recruitment marketing technology can support your LGBTQ+ hiring efforts: check out our diversity recruiting guide.

diversity recruiting guide