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.”
- Keep your URL streamlined and as few keywords as possible.
- 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).
- Use pronouns like “they/them," “students," “folks,” or "everyone,” instead of “he/she," “mankind,” or "guys.”
- 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.