Job advertisements should not state or imply that the employer would only consider or would reject people because of their:
- association with a child
- 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.
They should 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 abilities and skills needed, rather than who can or can't do the job.
If an advertisement discriminates unfairly, both the advertiser and the publisher, printer or broadcaster of the advertisement, may be held responsible.
Exceptions may apply where the advertiser and publisher have an exemption under the Equal Opportunity Act. Contact us to see if an advertisement is covered by an exemption or for advice on advertisements that appear discriminatory.
Last updated on 23 June, 2011 - 17:22.
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