How to Write an Inclusivity Statement That Attracts Diverse Candidates

In today's competitive job market, standing out as an inclusive employer isn't just nice—it's necessary. Candidates from all backgrounds are scrutinizing company values and cultures before choosing where to apply. So how do you ensure your organization signals genuine inclusivity right from the job posting? By writing a compelling inclusivity statement that reflects not just your mission, but your mindset. This isn't about ticking boxes—it's about an open door, an invitation, and a promise. And it all starts with the words you choose.

Why Does an Inclusivity Statement Matter?

Imagine walking into a room where everyone speaks your language, where your story doesn't feel like the exception but part of the norm. That's what a strong inclusivity statement can do—it makes potential candidates feel seen and welcomed before they even interview. Many companies want to be diverse, but without meaningful communication, the desire falls flat. Your statement is often the first impression, and first impressions last. So, what does your inclusivity statement say about your company culture?

It's a Signal to Diverse Candidates

Diverse candidates are increasingly discerning about where they apply. An inclusivity statement acts as a signal flare—it tells the world you care about equity, respect, and opportunity for all. But beware: generic words like “we celebrate diversity” won’t cut it anymore. A 2023 LinkedIn study showed that 76% of job seekers consider a company’s inclusivity important when evaluating job offers. That’s a compelling reason to get this right.

It Supports a Wider DEI Strategy

Your inclusivity statement doesn’t stand alone. It's a piece of a larger DEI (Diversity, Equity, and Inclusion) puzzle. When written intentionally, it aligns with your mission, values, policies, and everyday behaviors in the workplace. Authenticity starts with alignment. Don’t just say it—show how it lives in your culture.

What Makes an Inclusivity Statement Effective?

Writing an effective inclusivity statement isn’t about sounding politically correct—it’s about being genuinely inclusive. Avoid jargon. Speak from the heart, but also root your statement in real actions and aspirations. Remember, you're not just writing for candidates who already trust you. You're writing for the skeptics, the curious, the cautious—the people who’ve faced barriers in prior roles and want to believe it can be different here.

Keep it Specific and Genuine

Vague promises fall flat. Instead of saying “we welcome everyone,” be clear: “We believe Black, Indigenous, and People of Color, LGBTQ+ individuals, women, people with disabilities, veterans, and those from all walks of life should feel heard, valued, and supported here.” Can you see the difference? Specificity builds trust.

Show Commitment to Growth

Inclusivity is not a checkbox—it’s an ongoing journey. Mention your commitment to learning, listening, and improving. Candidates know change doesn’t happen overnight. What matters is showing you’re actively working toward it. You might include phrases like, “We recognize we have more to learn and are committed to evolving through feedback and action.” Transparency can be your strongest asset.

Connect to Your Core Values

If diversity isn’t reflected everywhere else in your branding and values, your statement might feel hollow. Weave your inclusivity language into core values, leadership principles, and employee experiences. Is transparency a value? Tie that directly to equitable hiring practices. Is creativity important? Emphasize how diverse perspectives drive innovation in your team.

Be Mindful of Tone and Language

Your tone sets the mood. Avoid overly corporate or robotic language. This is a declaration of human kindness—it should feel warm, authentic, and inviting. Use plain language and relatable examples. When in doubt, read it aloud. Does it sound like something you'd say to a friend from a marginalized background? If not, revise it.

Steps to Crafting a Compelling Inclusivity Statement

Ready to put this into practice? Let’s break it down. Here’s a step-by-step guide to help you write an inclusivity statement you can be proud of:

1. Reflect Internally: What does inclusivity look like in your workplace today? Where are you strong? Where are you growing?

2. Engage Your Team: Gather input from employees, especially those from underrepresented groups. Their insights are invaluable.

3. Speak Specifically: Name the communities you support. Outline measures you’re taking to create equity and belonging.

4. Acknowledge Imperfection: No workplace is perfect. Owning that shows humility and growth orientation.

5. Keep it Short: Aim for 3–5 sentences. Brevity forces clarity and precision.

Sample Statement for Inspiration

Here’s one way to say it: “At FutureTech Co., we strive to ensure our team reflects the richly diverse world around us. We welcome and celebrate individuals of all identities and experiences, including race, gender identity, sexual orientation, disability, age, and treasured life paths. We understand there's more work to do and remain committed to learning and taking action to foster a culture where everyone can thrive.”

Where to Use Your Inclusivity Statement

Once you've written it, don’t let it collect dust. Place your statement wherever candidates are looking: job descriptions, the careers page, social media, onboarding materials, and internal messaging. Repetition reinforces sincerity. Make sure it’s mirrored in leadership communication and behavior. After all, the best inclusivity statements are the ones that candidates see reflected in real life.

Frequently Asked Questions

Why should our company have an inclusivity statement?

An inclusivity statement signals to job seekers that your company is actively engaged in creating an environment where diverse individuals feel welcome. It sets expectations, builds trust, and helps attract talent aligned with your values.

What should we avoid in an inclusivity statement?

Avoid vague language, empty platitudes, and overpromising. Candidates can spot inauthenticity quickly. Instead, aim to be sincere, specific, and aware of your current position in your DEI journey.

How often should we update our inclusivity statement?

Review your inclusivity statement annually or whenever there’s a meaningful update to your company’s DEI strategy. It should evolve alongside your organization’s growth and learning.

Final Thoughts: Words That Open Doors

At the end of the day, writing an inclusivity statement is an act of generosity. It’s your way of saying, “You’re safe here. You belong.” When done with care, your statement becomes more than policy—it becomes your promise. So ask yourself: What kind of workplace are we inviting people into? And more importantly, how can our words reflect the future we want to build? Start writing today—and lead with authenticity and heart.