Job Advertisement Policy

Last updated 22/12/2023

Non-discriminatory job applications are crucial to promoting fairness, diversity, and equal opportunities in the workplace. To be accepted for publication on the AD Guild website, advertisements must comply with the criteria and guidelines below to ensure non-discrimination and adherence to legal standards:

AD Guild reserves the right to reject any job advertisement that does not comply with the submission rules outlined in this policy. Reasons for rejection may include but are not limited to non-compliance with non-discrimination principles, or failure to meet genuine occupational requirements.

Submission rules should follow the following guidelines.

1. Non-Discrimination

Job advertisements must not discriminate based on age, race, colour, religion or belief, sex, sexual orientation, gender identity, relationship status, disability, or any other protected status.

2. Genuine Occupational Requirement (GOR)

  • Job advertisements must not ‘positively discriminate’ to seek to appoint a candidate possessing a specific protected characteristic. Job advertisements may only include specific requirements that are a genuine occupational requirement (GOR) for the role. Any such requirements must be clearly justified and directly related to the position's duties.
  • Examples of where an employer has been able to demonstrate a GOR include e.g. to only employ someone of a particular race to ensure authenticity or realism (for example, when hiring an actor in an historic play) and/or to only employ someone of a specific sex to work in changing rooms reserved for individuals of such sex.
  • The employer must be able to demonstrate that there are no alternative measures available, that they have considered less discriminatory ways to meet their business needs, and that it is essential the company recruit an individual/s with the relevant characteristic.

3. Job Requirements and Qualifications

Clearly distinguish between essential job requirements and preferred qualifications. Ensure that the listed requirements are directly related to the job duties and do not disproportionately exclude certain groups.

4. Inclusive Language

Use inclusive language in job descriptions and application materials. Avoid gender-specific terms and stereotypes that may discourage individuals from diverse backgrounds from applying.

5. Accommodations for Disabilities

Clearly communicate the company's commitment to providing reasonable accommodations for applicants with disabilities. Include contact information for requesting accommodations in the application process.