• GENERAL PROHIBITION
• EXEMPTIONS
• SCREENING SERVICES
• CONTENT OF ADVERTISEMENTS
• PROVISIONS OF THE ACT
• JOB CLASSIFICATIONS

GENERAL PROHIBITION

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EXEMPTIONS

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SCREENING SERVICES

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CONTENT OF ADVERTISEMENTS

In general, job titles will be acceptable if they are neutral with regard to sex and marital status.  The test of a neutral job title is that it would NOT discourage qualified applicants of either sex.
 
Titles should clearly describe the job, not the sex of the person doing the job.  Wherever possible, job titles ending with the suffix "man" or "woman" should be replaced with neutral descriptions such as:

agent         domestic           person

assistant     helper              representative

attendant    operator          technician               worker
 
Where there is doubt as to the neutrality of a job title or it is not possible to determine a suitable alternative, the use of one of the following techniques will indicate that no sex preference is intended:

(a)     use a double title which includes both genders:  e.g. 

                                      waiter/waitress

                                      foreman/forewoman

                                      barman/barmaid, etc.

(b)    Add the words "male or female" or "men or women" following the job title, e.g. draftsman - male or female

Job titles of French derivation and male gender, such as "Maitre'd" should be qualified by using one of the above-mentioned examples to encourage applicants of both sexes to apply.

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PROVISIONS OF THE ACT

In advertising, the Act prohibits direct or indirect discrimination that is based upon any of the following grounds:

• Race, place of origin, colour or ethnicity or national origins
• Sex
• Marital status
• Having or the likelihood of having a child (whether born in lawful wedlock or not)
• Disability
• Religion, beliefs or political opinions
• criminal record (There are exceptions)

Discrimination occurs when one treats another less favourably based on any of the above-mentioned grounds.

The intent of the Act is to ensure that no real or implied barriers exist to discourage people from seeking jobs for which they are qualified. While the Act does not interfere with employers' rights to advertise for suitably qualified persons, it does prevent those characteristics which are not job-related from influencing the selection process.

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JOB CLASSIFICATIONS

Classifications and column headings which denote a preference for one sex must not be used.  Instead advertisers are encouraged to take advantage of neutral column headings such as:
           -Help Wanted
           -Employment
           -Job Vacancies

 
Advertisers are asked to be sensitive to the needs, aspirations and feelings of the public, as well as their own.  Although some situations are not covered by the Act, good human relations must prevail in order for our community to live in harmony.
 
Photographs 
The request that a photograph be included as part of the job application is only acceptable if the appearance of the applicant is a genuine employment consideration (for example, a model).
 
Age
Although age is not a prohibited ground under the Act, advertisers are encouraged to use the term "mature" or to specify the years of experience where these considerations are genuine requirements.
 
PLEASE NOTE
These guidelines are meant to assist the public in understanding the provisions of the Human Rights Act 1981 as they pertain to job advertisements.  The guidelines do not replace or supplement the legislation in any way.
 
Publishers share responsibility with advertisers for any breach of these provisions.

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