3.2 Inclusive Content

Job advertisements should accurately reflect the requirements of the job, including the job description and person specification. 

This will ensure that nobody will be unnecessarily deterred from applying or making an unsuccessful application even though they could in fact do the job.

Advertisements must not include any wording that suggests directly discriminate by asking for people with a certain protected characteristic.

Example:

By advertising for a ‘salesman’ or a ‘waiter’ suggests that the School/Unit is discriminating against women.  By using a gender neutral term such as 'salesperson' or ‘waiting staff’, claims of discrimination based on this advert could be avoided.

Advertisements must not include any wording that suggests indirect discrimination. 

Wording should not, for example, suggest criteria that would disadvantage people of a particular sex, age, or any other protected characteristic unless the requirement can be objectively justified or an exception under the Act applies.

Example:

A School/Unit advertises for an office worker, stating, ‘This job is not suitable for wheelchair users because the office is on the first floor’. The School/Unit should state instead, ‘Although our offices are on the first floor, we welcome applications from disabled people and are willing to make reasonable adjustments’.