Equal Opportunity Guidelines

URBAN AMIGO ACN 162 590 365
ANTI-DISCRIMINATION INFORMATION
Effective: 01 October 2018

Urban Amigo – General Anti-Discrimination Information

Urban Amigo is an accessible platform. We aim to ensure that applicants and potential employers are able to engage without being unreasonably affected by personal attribute that do not affect how, when and whether an applicant can do an advertised job.

This note provides guidance for all participants about how to ensure accessibility in line with relevant anti-discrimination principles.

Participants need to be aware when planning and presenting their Employer Content that users should not be prevented from participating in recruitment because they do or do not have a particular personal attribute. Behaviour which contravenes this requirement may also be a breach of the Urban Amigo user agreement.

Personal attributes that may be irrelevant to a particular recruitment exercise can include:

  • Age;
  • race, colour, descent, national, social or ethnic origin and in some circumstances, immigrant status;
  • physical features;
  • impairment;
  • physical, mental, intellectual, psychiatric, sensory, neurological or learning disability, physical disfigurement, disorder, illness or disease that affects thought processes, perception of reality, emotions or judgement, or results in disturbed behaviour, and presence in body of organisms causing or capable of causing disease or illness (e.g., HIV virus);
  • sex, marital or relationship status, pregnancy or potential pregnancy, breastfeeding, parental status, family or carers responsibilities, sexual orientation, gender identity, and intersex status;
  • religion, political opinion or belief;
  • medical record;
  • criminal record;
  • employment activity, including trade union activity; and
  • personal association with someone who has, or is assumed to have, any of these personal characteristics.

Participation in recruitment, and selection for recruitment, should not be affected by any irrelevant attributes from the list set out above. This includes avoiding ‘unconscious’ bias or imposing requirements that can only be met by applicants who do not have the particular attribute. For example, Company X is looking to recruit a new Marketing Manager and uploads a video job advertisement stating that only employees under 25 can apply as they only want vibrant people to work for the company. In this example, it is OK to seek vibrant applicants. It would not be right to assume that only people under 25 are vibrant.

In another example, a requirement to work an 11- hour shift may seem to treat everyone equally, however it may indirectly disadvantage, and therefore indirectly discriminate against, employees with family or caring responsibilities. If the requirement is not reasonable, this is indirect discrimination.

It is the responsibility of all users to ensure that they do not discriminate against another person either directly, indirectly or by way uploading any material that is discriminatory in nature.

Helpful hints to avoid discrimination or discriminatory job advertisements include:

  • Checking advertisements to ensure that the language and images are not discriminatory;
  • Ensuring that advertisements give the impression that all suitable applicant are invited to apply;
  • Avoiding any references to any personal attributes, e.g. ‘tradesman, ‘office girl’, “Girl Friday” etc.
  • You should also consider whether your advertisement is able to be equally accessed by persons with disabilities or impairments e.g. considering including sub-titles for people with hearing problems etc.

The information and opinions contained on this page are for general information purposes only and are not intended to constitute legal or other professional advice. Accordingly, this information should not be relied on or treated as a substitute for specific advice relevant to particular circumstances.