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A Age A-Z Appearance B Babies and childcare Behaviour-based questions Benefits C Credit checks Criminal records D Disability Discrimination Domestic employment Dress code Drug testing E Entitlement to work in New Zealand Ethnicity or national origins Equality F Family status Flexibility G Good employer H Health HIV Honesty I Indirect discrimination Interview J Job advertisements K Kids Knowledge L Liability M Marital status Mental illness Migrants N Non-discrimination O Overweight/obesity P Paid parental leave Partner, spouse or relatives Photographs Police vetting Political opinion Pregnancy Privacy Q Qualifications Questions R Race Reasonable accommodation Recruitment consultants Relatives Religious belief Risk of harm S Sex Sexual harassment Sexual orientation Speaking English T Tattoos Transgender/Trans people Treaty of Waitangi U Union membership Unsuccessful applications V Volunteers W Women-only X Xenophobia Y Young people Can an employer advertise for a “girl Friday,” a “barmaid”, a barman”, a “waiter”, “waitress”? The Act prohibits the use of words which have a gender connotation in job advertisements, for example barman, unless the advertisement contains an indication that it is open to both sexes to apply. Can an employer advertise for a staff member to work in a “fast-paced, highenergy, noisy environment with no experience needed but a sense of humour essential?” Nothing in the Act prohibits this type of advertisement but if the words and description are interpreted as code for “no one aged over 25 need apply” then an older applicant might complain of indirect age discrimination. Can an employer advertise for a “mature” worker? No, the word “mature” is often associated with age and is probably best avoided. Alternative words such as “responsible” or “capable” or “possess initiative” or “have good judgment” usually more accurately describe the qualities the employees need to have. Can an employer advertise for applicants with te reo Mäori expertise? Yes, provided that te reo Mäori expertise is a required job competency and not being used as means of employing only Mäori. Am I responsible as an employer for a job advertisement that has been placed by a recruitment consultant? Yes, liability for advertising which breaches the Act rests both with the person or organisation that places the advertisement and with the recruitment consultant. Where the organisation placing an advertisement is a recruitment consultant, the employer as well as the recruitment consultant is liable for any breaches ofthe Act. see also » Liability; Knowledge