Groundbreaking Research Uncovers Hidden Barriers in Job Postings

A recent study from the University of Guelph has shed light on a subtle yet pervasive issue in recruitment: ableist language embedded in everyday job advertisements. Terms like "fast-paced," "stand out," and "jump right in" may seem innocuous, but they signal exclusion to potential applicants with disabilities, significantly reducing their interest in applying. This research, focusing on job postings from both the United States and Canada, highlights how such language undermines diversity efforts and perpetuates employment gaps for disabled individuals.

In the Canadian context, where universities and colleges play a key role in shaping inclusive practices, these findings are particularly relevant. Academic institutions often post positions for faculty, staff, and administrators on platforms like Indeed and LinkedIn, where the same linguistic pitfalls appear. As higher education leaders strive for equity, understanding and eliminating ableist phrasing can broaden talent pools and foster truly accessible workplaces.

Key Findings from the University of Guelph Study

Led by PhD candidate Dr. Melissa Walker under the supervision of Dr. Deborah Powell, a professor of organizational psychology at the University of Guelph's College of Social and Applied Human Sciences, the study analyzed 1,886 real-world job postings. Researchers developed an "ableist dictionary" in collaboration with subject matter experts to identify problematic terms. Shockingly, 84% of postings contained ableist language, while only 19% included equal employment opportunity (EEO) statements, and fewer than 10% of those mentioned accommodations.

The research employed signalling theory, positing that job ads communicate an organization's culture. Ableist words act as red flags, implying a lack of support for diverse needs. Funded by the Social Sciences and Humanities Research Council of Canada and the university's Workplace Equity, Diversity and Inclusion Graduate Research Fund, the work was published in the prestigious Journal of Applied Psychology.

What Constitutes Ableist Language in Job Descriptions?

Ableist language refers to words or phrases that devalue or exclude people based on physical, sensory, or mobility abilities, often rooted in assumptions of a "normal" body. Common culprits include:

• "Fast-paced environment" – implies speed over quality, deterring those needing deliberate pacing.
• "Fit and energetic" – equates value with physical vigor.
• "Stand out in a crowd" or "jump right in" – mobility metaphors alienating wheelchair users or those with balance issues.
• "Blind spots" or "give a leg up" – idioms referencing sensory or limb impairments.
• "Visionary" – privileges sighted metaphors.

These aren't always intentional; they're ingrained corporate jargon. Dr. Walker notes, "Ableism is really ingrained in a lot of the words we use without us realizing it." In higher education, postings for roles like lecturers or researchers might use "dynamic team player who can roll with changes," inadvertently signaling rigidity intolerance.

Experimental Evidence: How Language Shapes Application Decisions

To test impact, researchers created fictitious job ads, manipulating language, salary, and inclusivity statements. Participants rated fit and application intent. Key results:

• Ableist versions reduced application likelihood for disabled participants and, surprisingly, non-disabled ones too.
• EEO statements and accommodation mentions boosted interest across groups.
• Higher salary increased applications but couldn't offset ableist deterrence.

"Job ads can signal a lot about an organization," says Dr. Powell. "The clearer and more accurate signals you can give out, the more likely you’re going to get the applicants who are the right fit." This underscores universal benefits of neutral language.

In academia, where competition for roles like faculty positions is fierce, such signals could exclude top disabled talent.

Canada's Disability Employment Landscape

Despite progress, disabled Canadians face stark barriers. Statistics Canada reports a 62% employment rate for persons with disabilities (PWD) aged 25-64 in 2022, up from 59% in 2017, but trailing non-disabled peers by 12-18 points. A 2024 KPMG survey found 44% of employed PWD experienced ableism in the past year (58% for apparent disabilities), with 60% feeling underemployed.

The federal Employment Strategy for Canadians with Disabilities aims to narrow this gap to 12.4% by 2027. Yet, ableism in hiring exacerbates issues like unmet accommodations and bias.

Photo by Andy Holmes on Unsplash

Ableism's Presence in Higher Education Recruitment

Universities, as employers, mirror broader trends. Studies reveal ableism in Canadian academia, from informal accommodations to biased hiring. Faculty postings often demand "energetic" researchers or "agile" administrators, potentially sidelining disabled scholars. With roles like university jobs in Canada emphasizing collaboration, inclusive language is crucial for attracting diverse candidates.

Ontario's pay transparency law for jobs under $200,000 adds urgency, as ads must balance appeal without exclusionary signals.

Best Practices for Crafting Inclusive Job Postings

Experts recommend:

• Audit ads using ableist dictionaries.
• Opt for plain language: "changing environment" over "fast-paced."
• Include EEO and accommodation statements: "We encourage applications from disabled individuals and offer accommodations."
• Focus on essential functions, avoiding unnecessary physical descriptors.
• Use accessible formats (HTML, large print).

Resources like CCRW's Inclusive Job Descriptions guide Canadian employers. For universities, training HR on higher ed career advice can embed these habits.

The Power of EEO Statements and Accommodations

The Guelph study confirms EEO boosts applications universally. In Canada, the Accessible Canada Act mandates proactive accessibility. Universities posting admin jobs benefit by signaling compliance and culture.

"The easiest low-hanging fruit is those colloquial sayings... We can use more plain language instead, and that helps everyone," advises Dr. Walker.

Implications for Canadian Universities and Academic Hiring

Higher education lags in formalizing disability supports. With faculty shortages, inclusive postings for lecturer jobs or professor roles can tap underrepresented talent. The study urges evolving language tools, tying into EDI mandates.

Expert Perspectives and Calls for Change

Dr. Powell emphasizes accurate signalling for fit. Broader voices, like KPMG's report, highlight workplace ableism's toll. Solutions include bias training and audits.

In higher ed, platforms like Rate My Professor reveal student needs for inclusive educators. Employers posting on AcademicJobs.ca can lead by example.

Photo by Philip Yu on Unsplash

Future Outlook: Building Accessible Academic Careers

As Canada advances disability inclusion, universities must audit postings. Actionable steps: partner with disability networks, pilot neutral templates, track applicant diversity. Explore higher ed jobs, university jobs, and career advice for opportunities. Inclusive hiring benefits all, enriching campuses.

Visit AcademicJobs.com higher ed jobs for inclusive postings, Rate My Professor for insights, and higher ed career advice for guidance.