Advertising jobs is a good way to attract a wide range of suitable people.
To get the best person for the job, you can:
- specify the skills and abilities required
- avoid referring to irrelevant personal characteristics
- avoid language that could directly or indirectly discriminate
- advertise widely.
When you advertise a job, you can't state or imply that you would only consider, or would reject people, because of their:
- caring responsibilities
- chosen gender
- marital or domestic partnership status
- religious appearance or dress (in work or study)
- spouse or partner's identity
Job advertisements should not suggest preference for a man rather than a woman, someone young rather than older, and so on.
Use terms such as:
- 'team leader' or 'supervisor' instead of 'foreman'
- 'bar attendant' instead of 'barmaid'
- 'successful track record' or 'proven experience' instead of 'five years experience'.
Advertisements should describe the job and the skills and abilities needed, rather than who can or can't do the job. Avoid any reference to personal characteristics unless they are part of the requirements of the job or you have an exemption.
If your advertisement discriminates unfairly, both you and the publisher, printer or broadcaster of the advertisement, may be held responsible.
Last updated on 30 June, 2011 - 11:28.
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