Why is it important to ensure your job posting is inclusive? Because it prevents you from:

  • Breaking human rights laws, and
  • Excluding good candidates, who would otherwise not see or consider the posting.

 

What is inclusive language?

It’s against human rights laws to exclude candidates based on grounds such as race, gender, age, disability, sexuality, and creed/faith, among others.

When you post a job ad, think about the qualifications required, and include only those that are actually needed to perform the job.

Here’s an example of a non-inclusive ad, and an inclusive ad for the same position:

P/T male dishwasher required for large venue kitchen. Strong, young person needed for heavy manual labour. Evening/weekend availability a must.

Should be changed to:

P/T dishwasher required for large venue kitchen. Must be able to safely lift 60 lbs. Extended periods of standing, walking, bending, and kneeling. Evening/weekend availability a must.

 

How can you reach as broad an audience as possible?

Large restaurants or chains can host a hiring fair, which lets you review multiple resumes and meet a large number of candidates. Cactus Club has used them to hire many employees quickly. For example, when they were expanding into Toronto, they hosted a hiring fair, advertising all positions and experience levels at one time:

Love the job you have – Cactus Club Café now hiring!
We are hiring for all restaurant positions and experience levels including:
Servers – Bartenders – Hostesses – Chefs – Sous chefs – Line cooks – Office managers – Expos – Dishwashers – Management
Please join us with your resume at one of our hiring fairs. Look forward to meeting you!

If you’re a small restaurant, or only want to fill one position, you can reach a larger and more diverse audience by posting on job boards with local settlement organizations, employment agencies for people with disabilities, multicultural organizations, and community centres.

 

How can you ensure you don’t exclude great candidates from your search?

Try the following:

  • Reassess your application process. For example, if digital literacy isn’t required for a position, an online job portal system may be screening out excellent candidates.
  • Biases can exclude candidates from positions based on information provided on a resume. These biases might include age, gender, country of origin, race, or neighbourhood of residence. Acknowledge your biases and commit to removing them from the screening process.
  • Look outside the box. Seek potential. Consider what skill and experience a candidate can gain through training and mentoring available through your workplace.

 

Want to ensure your interviews are inclusive?

Check out Restaurants Canada’s Fact Sheet on Racial and Cultural Diversity, part of our series on How to Create a Positive & Inclusive Workplace.

And if you miss our Positive and Inclusive Workplace webinar, you can access the recording here.

Are You Fostering Racial and Cultural Diversity

Author

Beth Pollock is a communications and content marketing expert. Working with Restaurants Canada, she has edited and published two newsletters (RC Insider and BITE); developed the RC Show website; managed social media feeds (Twitter, Facebook, LinkedIn, Instagram); and written press releases, blog stories, operational manuals, and an op-ed for the Globe & Mail. Beth is also a freelance writer who has written for a number of publications about food, travel, and children’s books, and has written over 600 posts on her personal blog, Of Muses and Meringues about recipes and her personal travels. She has published three books for children.