'If you do not take reasonable measures to prevent your staff from acting in a discriminatory way, you may be held responsible for their actions.'
This above statement taken directly from the AHRC website is enough to have you attempting to research and decipher the minefield of information relating to non-discriminatory recruitment, and with both Federal and State legislation prohibiting discrimination in recruitment advertising….you should!
Fortunately, here at Trayne Consulting we have over 35 years Recruitment & HR experience to draw on, ensuring we have a clear understanding of equal employment principles and anti-discrimination laws which we comply with in all our recruitment processes and strategies.
If you’re looking to advertise a job for a current or upcoming position we've provided a few guidelines below to assist.
Avoid seeking unnecessary and potentially discriminatory information from applicants, by
carefully considering the particular requirements of the job
identifying what specific information you need from job applicants
and determining why you need it
Where possible, avoid references to personal characteristics (unless essential for the position), such as age, race or gender, ensuring your description not only outlines the duties and skills required for the role, but also differentiates between ‘desirable’ and ‘essential’ criteria.
When preparing your job advertisement, select terms that are age, race and gender neutral.
We share a few examples below
This article is intended to provide general information and does not constitute legal advice and should not be relied upon as such.
If you would like further information regarding your job advertisements, recruitment process or HR needs, contact us for professional and confidential advice.
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