Discriminatory-free Advertising
As an employer or recruiter it is your responsibility to ensure your advertisement complies with all relevant employment and anti-discrimination laws applicable in the state in which you conduct business. If not, your ignorance could cost you.
In general, all jobs must be open to all people on the basis of merit, and only merit. These guidelines are not intended to be nor should they be relied on as a substitute for legal or other professional advice.
It is illegal to discriminate against, or in favour of, the following attributes in employment advertising: age, breastfeeding, disability, transgender status, industrial activity, marital status, family responsibilities, physical features, political belief or activity, pregnancy, race, religious belief or activity, sex, sexual orientation and personal association with person with attributes identified, married man required, single applicants only, Australian only, the use of he, she, male, female, girl, boy, woman, man and so on.
In preparing your advertisement select gender neutral terms such as:
| Avoid Using | Instead Use |
| Foreman | Foreperson |
| Girl Friday / Office Junior | Office Assistant |
| Senior / Mature | Responsible / Capable |
| Years of experience | Successful track record |
| Senior Programmer | Principal Programmer |
An advertisement cannot ask for 'Australian Citizenship'. It can, however, ask for an 'authority to work in Australia'.
Rule of thumb: Don’t exaggerate the position in the hope of securing the best candidate. Be honest. Discrimination-free advertising is fairer for everyone, ensures that the widest possible audience is reached and also avoids potential legal cases which may be costly and time-consuming.
For information about Anti-Discrimination Law and Legislation for your State visit the Human Rights and Equal Opportunity Commission web site. www.hreoc.gov.au.
