If you follow us on Facebook you may well have come across my post about the job Advertisement. I asked the question – Can anyone pick out what is wrong with it???

Here’s the Advertisement ‚ ¨ thank you to those that responded and you are all right ‚ ¨ Also it is not mentioned in the Human Right Commission advice below but you can’t ask someone to work a trail unpaid as this advertisement suggests may happen.

 

XXXXXXXXXX Photography is currently on the lookout for a second shooter (Could possibly choose more than one person) After a successful trial, the opportunity for paid work (up to $200+) will be offered depending on the job. Applicants MUST BE OVER 18 (Prefer 18-28 & Canon user) BUT others are encouraged to email as other jobs pop up & people are needed. PLEASE EMAIL – Work(at)xxxxxxxxphotography(dot)com – With Location, Age, Current Equipment/Gear, Anything else you’d like to add & A little about you… (PLEASE NOTE — Messages to my account, page or without the requested details won’t be considered) Thank you to those who have already emailed, Only short listed people will be contacted. Thanks ————- To elaborate, Gear means Body, Flash & lenses, Also when emailing PLEASE link to previous work or attach a few images…

 

F Grade - Job Advertisement - Can anyone pick out what is wrong with it???

 

Just in case you are unaware of what should and also what should not be in a Job Advertisement please see the below from the Australian Human Rights Commission.

Good advertising

Section 86 of the federal Sex Discrimination Act makes it unlawful to publish or display an advertisement that indicates, or could reasonably be understood to indicate, an intention to discriminate on the ground/s of

  • sex
  • marital status
  • pregnancy and/or
  • potential pregnancy
  • in the arrangements made for determining who will be offered a job, and
  • in the terms on which a job is offered, including remuneration, access to training, promotion or transfer and dismissal or any other detriment.

The federal Sex Discrimination Act prohibits direct and indirect discrimination. Direct discrimination occurs when a person is treated less favourably on the basis of their sex, marital status, pregnancy or potential pregnancy. Indirect discrimination concerns policies and practices which appear to be neutral but have the effect of disadvantaging persons of one sex, or of a particular marital status, or pregnant/potentially pregnant women. Sexual harassment is also unlawful.

The federal Sex Discrimination Act imposes a $1000 fine for individuals, and a $5000 fine for corporations in breach of Section 86.

Are you recruiting for ’employment’?

The federal Sex Discrimination Act defines ’employment’ broadly

  • part-time and temporary employment (including trainees and casual workers)
  • work under a contract for services (e.g. an independent contractor)
  • work as an agent paid by commission
  • work as a Commonwealth employee.

 

With the exception of state government departments, agents and instrumentalities, these provisions apply to all employers in Australia, and to all recruitment processes undertaken in Australia by an Australian or an overseas company.

The federal Sex Discrimination Act specifically covers employment agencies and recruitment companies, and their provision of services.

 

In the case of a contravening advertisement published in a newspaper, several persons or corporations may be deemed in breach of the federal Sex Discrimination Act, for example, all newspapers that publish the advertisement, the employer that authorises the terms of the advertisement and the employment agency or recruitment company that drafts and places the advertisement.

An advertisement published in Australia, recruiting for an overseas position is in most circumstances required to comply.

 

Tips for your advertisement

  • An advertisement published in Australia, recruiting for an overseas position is in most circumstances required to comply.
  • The federal Sex Discrimination Act specifically covers employment agencies and recruitment companies, and their provision of services.
  • Who must comply with these provisions?
  1. Avoid gender specific job titles such as “girl friday” or “salesman” opting for gender neutral language such as “secretary” or “salesperson”.
  2. Advertisements should not favour or make assumptions about a particular marital status; for example, asking for a “single, fun-loving person who is free to work nights” directly discriminates on the basis of marital status.
  3. Avoid upper age limits for example, “trainee clerk required – maximum 28 years” as this may indirectly discriminate against female applicants who temporarily left the workforce due to pregnancy and subsequent child rearing. This example may also constitute age discrimination.

Note: A recruitment advertisement made in compliance with the federal Sex Discrimination Act ensures a wide merit-based pool of job applicants, it will help you attract the best, most qualified people.

 

If you need help in creating a Job Description then contact Fresh HR Insights on paulette@freshhrinsights.com.au