Pre-employmentguideline
INTRODUCTION
Getting a good job is a life-affirming experience. Meaningful work allows ustomaximiseourpotentialashumanbeings,providesuswithfinancialsecurityandisapowerfulelementinbuildingacohesiveNewZealand.
EmployersinNewZealandarefacingacuteskillsandlabourshortagesthatimpactonproductivityandcompetitiveness.Employerswanttoemploythebestpersonforthejobtoenhanceperformanceinboththeprivateandpublicsectors.Equally, employees want to maximise their talents and potential inemploymentthroughouttheirlives.
Work is a strategic entry point to a society free of discrimination. Akey objectiveoftheHumanRightsAct1993istoprotectpeopleeligibletoworkinNew Zealandfrombeingdiscriminatedagainstintheirworkinglives.
AlargenumberofenquiriesandcomplaintstotheHumanRightsCommissionconcernpre-employmentissuessuchasjobadvertising,jobapplicationsandinterviews and job-selectionprocesses.
Pre-employmentprocessesgenerallygowellwhenemployersfocusontheskills, experienceandcompetenciesrequiredforthejob.Employerscanthenattractandselect the best person for the job against objective criteria. They can gowrongwhenapplicantsperceivetheyhavebeentreateddifferentlybecauseof,forexample,theirsex,race,ethnicbackground,age,disabilityorsexualorientation.
TheAtoZforemployersandemployeesaboutgettingajobisasetofguidelinesaimedatensuringequalityandfairnessforalljobapplicantsregardlessofcharac-teristicssuchasgender,ethnicity,age,disabilityandreligion.
Section17(d)oftheHumanRightsAct1993authorisestheEqualEmploymentOpportunities Commissioner to develop guidelines to promote best practice inequalemploymentopportunities,includingcodesthatidentifyrelatedrightsandobligations inlegislation.
TheAtoZhasbeencompiledwithreferencetothequestionsaskedmostfrequentlyoftheHumanRightsCommission.Theguidelineshavebeeninformedbycommentfromemployers’groupssuchasBusinessNewZealand,theAuckland Chamber of Commerce, the Canterbury Employers’ Chamber of Commerceand from trade unions through the New Zealand Council of Trade Unions.
The EEO Trust, the Recruitment and Consulting Services Association Ltd, the Hu-man Resources Institute of New Zealand, employment experts such asHumanValueanddisabilitygroupsalsomadesuggestionsonearlierdrafts.Wearegrate-ful for their help andadvice.
IespeciallythankRobertHallowell,theHumanRightsCommission’sLegalCounselfor his work on the A toZ.
JudyMcGregor
Equal Employment OpportunitiesCommissioner
KaihautuÖritengaMahi
TheAtoZGuidelinesforemployersandemployeesaboutpre-employmentwascompiledfromfrequentlyaskedquestionsandenquiriesandcomplaintsmadetotheHumanRightsCommission.TheGuidelineshavebeencompiledtohelpemployers,recruitersandjob-seekerswhowanttocomply with the Human Rights Act 1993 (the Act).
Afullindexcanbefoundatthebackofthispublication.
Advertising:see“JobadvertisingAge
Can an employer ask me my age as part of the job application process?
No,anemployershouldnotaskyoutoprovideyourageaspartofthejobapplicationorinterviewprocesses.
TheActprovidesprotectionagainstagediscriminationonceyoureachtheageof 16andthereisnoupperlimitonagediscrimination.
Itisgoodpracticeforanemployernottoaskaboutajobapplicant’sageortoactivelyseekouttheapplicant’sdateofbirth.
Itisalsogoodpracticeforanemployernottoaskajobapplicantaboutthedatesofattendanceatschoolsorothereducationalinstitutionsasthismayindicatetheage of the applicant. Good employment practice means the best person forthejob,regardlessofage.
TheActprovidesanumberofexceptionsforagediscrimination,including:
•wherebeingofaparticularageorinaparticularagegroupisagenuineoccupational qualification, for example managing licensedpremises
•whereforreasonsofauthenticitybeingofaparticularageisagenuineoccupational qualification, for example anactor
•inemploymentperformedwhollyormainlyoutsideNewZealandandthelaws,customs,orpracticesofthecountryinwhichtheworktakesplacerequire they be carried out by someone of a particular agegroup
•in domestic employment in a privatehousehold
•inworkinvolvingnationalsecurity,ifthatworkrequiresasecretortop-secretsecurity clearance, an employee must be 20 years orover.
Cananemployeradvertiseforayoungpersonsothebusinesscanprojectayouthful image as most of the customers are young people?
No, it is unlawful to publish a job advertisement that could reasonablybeunderstoodasindicatinganintentiontodiscriminateonthebasisofage.Age discrimination is covered by the Act. An advertisement of this type would beatriskofbreachingtheActasitcouldbeseenasindicatinganintentionnottoemploy olderapplicants.
TheprohibitedgroundsofdiscriminationarelistedinAppendix1.
What can I do if I’m fit and healthy but I’ve been told I’m too old for the job?
Unlessanexceptionapplies,anapplicantdeclinedajobofferbecauseofagewill have grounds for an age-discrimination complaint to the HumanRightsCommission.
Cananemployeridentifyinajobadvertisementadistinctionbetweenjuniorand senior positions without this being seen as age related?
Yes,however,“senior”isbestusedonlyifitisatruedescriptionofthenatureof thejobandreferstotherequiredlevelofexpertiseandcompetenceratherthantotheemployee’sage.Considerusingwordssuchas“principal”or“experiencedperson” instead. A safe way of indicating a job’s level is to set out theexpectedsalaryrange.
Similarly,“junior”shouldonlybeusedifitreferstothelevelofexpertiseorcompetence,nottotheemployee’sage.Consideranalternativewordsuchas“assistant”.
AIDS:see“HIV
Appearance
Should I take out my body piercings for the job interview?
Ifabodypiercingisanaspectofreligionorethnicity,theActmayprovideprotectionagainstdiscrimination.Forexample,forfemalesfromSouthAsiaanosestudmaybepartofreligiousbelieforethnicity.
Bodypiercingsotherthanthoseassociatedwithreligionorethnicityarenotprotectedbythelegislation.Forexample,anemployercanprobablyaskanemployee, while at work, to remove a tongue stud worn fordecorativepurposes.
Babiesandchildcare
Can an employer concerned about ensuring business continuity askjob applicants about their childcarearrangements?
Asking questions about childcare arrangements at a job interview could lead to
complaintsofdiscrimination.Forexample,ifthejobrequiresthatanemployeebeawayfromhomeforextensiveperiodsallapplicantsshouldbeaskedwhethertheycanmeetthisrequirement.TheActprotectseveryoneresponsibleforthecareofchildrenorotherdependantsfromdiscriminationaswellasthosewhodonot have caringresponsibilities.
seealso“Paidparentalleave
Behaviour-basedquestions
What type of questions can I expect during a job interview?
Ajobapplicantcouldbeaskedwhatarecalledbehaviour-basedquestionsduringajobinterview,particularlybygovernmentagencies.Suchquestionsareaskedtoexploretheuseofaparticularskillorcompetencyortocheckoutreactionstoaspecificsituation.Behaviour-basedquestionsoftenstartwithaquestionlike,“tellme about a timewhen…”
Thejobapplicantisexpectedtotalkaboutparticularsituationsrequiringtheapplicationofskillsorcompetencies,suchasinvolvementinteamworkoruseof communication skills. The job applicant should describe what happened,whattheydidandwhattheoutcomeswere.Itisimportantforalljobapplicantstothinkabout the interview in advance and what skills and experience the employerislookingfor.Interviewpreparationcouldincludeexamplesthatajobapplicantcantalkabout.Formoreinformationonbehaviouralinterviewingsee:
Migrantsandrefugeesmayfindbehaviour-basedquestionsanoveltyandachal-lengebecausetheymaynotbeusedintheircountriesoforigin.Employerscouldconsider basing behaviour-based questions on the Curriculum Vitae (CVs) ofallapplicantsoroncommonworkscenariosthatcanbeputtoallcandidates.
seealso“Interview
Benefits
CananemployerrefusetoemploymebecauseI’monabenefitundertheSocialSecurityActsuchasthesicknessbenefit,orunemployed,orifIamreceivingAccident Compensation Commission (ACC) payments?
No,theActprohibitsdiscriminationagainstthosewhoareunemployedorreceiv-ingACCpaymentsorsocialsecuritybenefits.Italsoprohibitsdiscrimination
becauseapersonhaspreviouslybeenunemployedorreceivedACCpaymentsorsocial securitybenefits.
Anemployershouldavoidaskingquestionsaboutbeinginreceiptofsocial securitybenefitsorACCpaymentsorbeingunemployed.QuestionslikethiscouldbeseenasindicatinganintentiontobreachtheActandleadtocomplaints.Oncesomeone has started work, continued receipt of ACC compensation orbenefitpayments could beunlawful.
Questionsaboutajobapplicant’semploymenthistoryshouldbeseekingtodetermine ability to do the job and not why the applicant was absent fromtheworkforce.
Breastfeeding: see “Pregnancy Creditchecks
Can an employer run a credit check on me?
Yes,ifthereisalegitimatereasonfordoingsosuchasthejobinvolvesdealingwith such things as money, accounts, financial administration. Ideally anycreditcheckshouldbelimitedtotheshort-listedjobapplicants.Generallyspeaking,credit checks should not be undertaken in order to create the shortlist ofappli-cants. There is a requirement for consent from the job applicant if theemployerwishestoundertakeacreditcheck.
Criminalrecords
Can an employer require me to disclose my criminal record?
Yes, if the criminal convictions arerecent.
The Human Rights Act does not deal with the disclosure of criminal recordsbuttheCriminalRecords(CleanSlate)Actcanhelpthosewithconvictionstoputthepast behind them. The clean slate law gives some right, in somecircumstances,to withhold information about convictions. The main conditions you mustmeetare:
•no convictions for the last sevenyears
•neverreceivedacustodialsentence,forexampleimprisonment,correctivetraining,borstal.
Jobapplicantswhowanttoknowmoreaboutthecleanslatelawshouldseekindependentlegaladvicefromalawyerorcommunitylawcentreorgetinforma-tionfromtheDepartmentofLabourhelpline:0800209020.
seealso“Policevetting
Howdoesthecleanslatelawimpactonwhatquestionsanemployercanaskajob applicant either in an application form or in an interview?
Thelawappliestoemploymentandanyothersituationwhereanindividualmaybe asked about criminal convictions, for example tenancy, insurance andbankapplicationforms.
Thelawenablessomeonewhomeetstheeligibilitycriteriatorespondtoaquestionaskedaboutconvictionsorcriminalrecordbystatingthattheyhaveno criminalrecord.
It is an offence for someone without lawful authority to ask or requireanotherperson to disclose a criminal record when that person is entitled by law notto.The offence carries a maximum penalty of$10,000.
The Ministry of Justice has a pamphlet on the clean slate law:
Employerswithqueriesaboutthelawshouldseekindependentlegaladvicefromalawyeroremployers’organisation.
Disability
Cananemployeradvertisethatitisarequirementofthejobtohavegoodphysicalmobility?
Yes,providedthatitisoneoftheessentialcompetenciesneededtoperformthejob. For example, an employer who wishes to hire an electrician to workon-sitewhetherthatisincommercial,industrialorresidentialbuildings,mayrequiregoodphysicalmobilityasanessentialqualificationtoperformthejob.How-ever, good physical mobility for an administrative job may not be consideredanessentialcompetency.
The Act contains a concept known as reasonable accommodation.Reasonableaccommodationentailsmakingchangestotheworkplaceinordertoensureequalemployment opportunities. For example, changes might include installation ofacordless phone or modification of hours or patterns of work. Many suchadjust-mentscanbemadewithminimalexpenseanddisruption.
All new employees, not only disabled people, involve cost to an organisationintheprovisionofofficespace,computersandotherresources,inductionprocessesandtraining.Adisabledemployeemaybeabletobeaccommodatedforverylittleextracostandsomecanbringtheirownassistivetechnologyintotheworkplace.In some cases employers may be unaware of assistive technology, for examplealargecomputerscreenforavisuallyimpairedpersoncouldensuretheycanperformthetasksrequired.
Wheretheapplicantwouldotherwisebethebestpersonforthejobbut:
•it is not reasonable to accommodate that applicant’s needs,or
•todosowouldentailunreasonabledisruptiontotheemployer’sactivitiesthere is no legal obligation to employ thatapplicant.
Can an employer test me to ensure I am not a carrier of illnesses or diseases?
Yes,ifbeingfreeofillnessesordiseaseisanessentialqualificationforthejob.Forexample,ahospitalmightwanttoensurethestaffisfreeofMRSA(Methicillinresistant Staphylococcus aureus). Not being a carrier could be seen as anessen-tialqualificationgiventheknownrisksMRSAposestomedicalcare.ThehospitalwouldneedtoassesstheAct’sreasonableaccommodationrequirementsincon-sideringjobapplicants.
The concept of reasonable accommodation is referred to in the questionaboveand considered later under “ Reasonableaccommodation.
Do I have to disclose my hidden disability to a prospective employer?
No, if the hidden disability will not prevent the job applicant from carryingouttheworksatisfactorily.Theemployershouldestablishwithalljobapplicantstherequirementsofthejobandwhethertheyhavetheabilitiesforthejob.Thiscouldincludeaskingwhetherthereareanymedicalorphysicalconditionsordisabilitiesthatmightpreventthemfromcarryingouttheworktoareasonablestandard.
seealso“Honesty
CanIaskanemployerforvision-enhancingsoftwaretobeinstalledonmycom-puter or for my future workplace to be modified for my wheelchair?
Yes, if it is not unreasonable to do so. If the best applicant for the job has adis-ability that requires modification to the workplace or work practices so thattheapplicantcouldperformthejob,anemployershouldundertakethiswork.Asthe
circumstancesofeachworkplacewillvary,itmaywellbethatinsomesituationsit will not be reasonable for the employer to undertake the necessarymodifica-tions. For example, it might be reasonable to provide vision-enhancingsoftwarebutnottoinstallaliftinordertoprovideaccess.
seealso“Reasonableaccommodation
Discrimination
What isdiscrimination?
Discrimination is not defined in the Human Rights Act. The Act simply makesitunlawfultotreatanyonedifferently,subjecttocertainexceptions,onanyofthegroundslistedins.21(1)oftheAct.Theprohibitedgroundsofdiscriminationarelisted in Appendix1.
The Commission will accept a complaintif:
•there is evidence that a person has been treateddifferently
•thedifferenttreatmentcanbeattributedtooneofthegroundsofunlawful discrimination
•the treatment results indisadvantage.
IfyouhaveanyquestionsaboutdiscriminationpleasecontacttheHumanRightsCommission on 0800 496 877 or by
Domesticemployment
Can I advertise for a young person to be a nanny in my house?
Yes,wherethejobisoneofdomesticemploymentinaprivatehousehold,theAct permits different treatment based on age, disability, political opinion,reli-giousorethicalbelief,sexorsexualorientation.Itdoesnotpermitdifferenttreat-mentbasedonmaritalstatus,colour,race,ethnicornationalorigins,employmentstatus or familystatus.
Dresscode
Cananemployeraskmetocomplywithaparticulardresscode,suchashowtoarrange my hair or what I must wear atwork?
Yes,iftheemployerhaspolicies,forexampleahealthandsafetypolicythat
requiresthewearingofauniformoradresscode,orapolicyrelatingtoappear-ance and grooming that may require a change of appearance or hairstyle.How-ever, the Act may protect against discrimination where appearance orhairstyleis an aspect of religion or ethnicity. For example, an employee who is a Sikhandwearsaturbanwillnothavetoremoveitunlesswearingtheturbanwouldbreachhealthandsafetyrequirements.
Appearanceorhairstylethatisnotanaspectofreligionorethnicityisnotprotected by theAct.
Drugtesting
Can an employer refuse me a job because I will not take a drug test?
ThereisnothingintheActthatprohibitsanemployerfrominsistingondrugtesting. Whether it is appropriate for a job applicant to undergo a drug testwilldepend on the nature of the job. Testing can be a legitimate requirement forasafety-sensitiveroleorenvironment.Therearecertainoccupations,forexampleapilotorabusdriver,wherebeingdrugfreeisagenuineoccupationalrequirementbecauseofpublicsafety.
Thequalityoftestingdevicesonthemarketmaybequestionable.Jobapplicantsshouldbeprovidedwithandhavetherighttochallengetheresults.Forexample,ajobapplicantwhoisonthemethadoneprogrammemaybefullysafetodotheworkandshouldnotberejectedoutofhandbecauseofafailedtest.
Section19oftheHealthandSafetyinEmploymentActimposesadutyonanemployer to take all practicable steps to ensure the employee’s safety whileatworkandthatnoactionoftheemployeewhileatworkcausesharmtoanyotherperson.Ina2004decisiontheEmploymentCourtcommentedthatsection19:
“stronglysuggests,althoughitisaquestionofdegree,thatemployeesinoccupa-tionswhichimpingeuponthesafetyofotherpersons,mustseetoitthattheycome to work substantially (perhaps, depending on the work completely)freefrom the influence of alcohol or drugs. Because of this duty, they must expecttoco-operatewiththeemployer’sattemptstomonitorthesituation.”
EntitlementtoworkinNewZealand
Can an employer ask me if I am entitled to work in New Zealand?
Yes,asitisunlawfulforemployerstotakeonemployeeswhoarenotentitled
toworkinNewZealand.Eitherinthejobintervieworontheapplicationformallapplicantsshouldbeaskedwhethertheyareentitledtoworkhere,thoughnotabouttheircountryoforigin.Thejobapplicant’sanswershouldconfirmthattheapplicantisaNewZealandcitizen,orapermanentresident,orhasacurrentworkpermit.
WhatevidenceofentitlementtoworkinNewZealandcananemployerrequirea job applicant toproduce?
Employers should seek evidence of entitlement to work in New Zealandbeforemakinganofferofemployment.Employersmay,butneednot,askfordocumen-tation such as passports, birth certificates, citizenship certificates orresidencepermits,orAustralianresidencereturnvisas.
NewZealandcitizens(includingpeoplefromtheCookIslands,Niue,andTokelau)and Australian citizens do not need a permit to work in New Zealand and nordoresidentsofNewZealandandAustralia.
ANewZealandpassport,birthcertificate,citizenshipcertificateorresidencepermit shows that a job applicant is entitled to work in New Zealand.An Australian passport, Australian permanent residence visa or AustralianresidentreturnvisaisalsoproofofentitlementtoworkinNewZealand.
The passports of job applicants not from New Zealand, the Cook Islands,Niue,TokelauorAustraliawillneedtohaveeitheraNewZealandresidencepermitorworkpermitlabelorstamptoprovideproofofentitlementtoworkinNew Zealand.
The Department of Labour is able to provide detailed information aboutentitle-menttoworkinNewZealand;telephone0508558855;orvisittheDepartment’swebsite
Ethnicity or nationalorigins
Isanemployerabletointerviewonlyapplicantsfromaparticularethnicityornationalbackgroundonthebasisthatamajorityofcustomersarefromthat ethnicity or nationalbackground?
No, in most circumstances to interview only applicants from a particularethnic-ityornationalbackgroundbecauseofthecustomers’preferenceswillbreachtheAct.However,anemployercanconsideranapplicant’sethnicornationalorigins
ifthejobisthatofacounselloronhighlypersonalmatterssuchassexualmattersorthepreventionofviolence.
Equality
Cananemployerattempttocreatea“levelplayingfield”byadvertisingforayoung person, or a Mäori, or a Pacific person or afemale?
The Act allows employment initiatives to assist people against whomdiscrimi-nationisunlawfulandwhoneedassistanceinordertoachieveanequalplacewithothermembersofthecommunity.Thisisknownaspositivediscriminationoraffirmative action or special measures. The Human Rights Commissionhaspublished a four-page pamphlet Guidelines on Measures to Ensure Equality;theGuidelinescanbedownloadedfrom:
AcopyoftheGuidelinescanalsobeobtainedfromtheCommissionbytelephon-ing 0800 496 877 or by sending an email
Familystatus
Can I be asked whether I have children?
No, employers should avoid asking job applicants whether they have childrenorother dependants or for details about other dependants, such as their age.TheAct protects from discrimination both those who do and those who do nothavechildrenorotherdependants.
Flexibility
CanIaskatmyjobinterviewfortherighttoflexibleworksoIcancareformychildren afterschool?
Yes,ajobapplicantcanalwaysaskanemployeraboutflexibleworkinghoursand, if these are granted, they will become part of the terms of employmentifthe applicant gets the job. From 1 July 2008 anyone with caringresponsibilitiesemployedforsixmonthsbythesameemployerisentitledtorequestavariationinworkingarrangementsforcaringpurposes.AnamendmenttotheEmploymentRelationsActwillprovideaprocessformakingarequestwhichtheemployerwill
thenberequiredtoconsider.TheemployercanrefusetherequestonlyononeofthegroundssetoutintheActandtheemployeecanappealtheemployer’sdeci-sion. For more details refer to:
TheHumanRightsCommissionconsidersthatflexibleworkarrangementsareanimportantelementinprovidingequalemploymentopportunitiestogroupswhoare often overlooked or marginalised, parents and carers in particular, see:
Gay:see“Sexualorientation
Genderidentity:see“Transgender/Transpeople Goodemployer
What does being a “good employer” mean in relation to recruitmentandselection processes?
Statesectoremployers,includingCrownentitiesandcompanies,areobligedto be good employers under the State Sector Act 1988 and the Crown EntitiesAct2004.UnderthoseActsagoodemployerisonewhooperatesapersonnel policy containing provisions generally accepted as necessary forthefair and proper treatment of employees in all aspects of employment,includingtheimpartialselectionofsuitablyqualifiedpersonsforappointment.
The Human Rights Commission provides advice on being a good employerinrelationtorecruitmentandselection.TheNEONwebsiteprovidesresourcesforemployers,see:
TheadvicewasdevelopedoriginallyforCrownentitiesandthisiswhy‘Crownentities’arespecificallyaddressedthroughoutthetext.However,theguidanceisequallyrelevanttoallemployers–theprivatesector,thenon-governmentsectorandthewiderstatesector.
Health
Cananemployeraskmeduringthejobapplicationprocessoratinterviewtodisclose my medical/ACChistory?
No,anemployershouldnotaskforgeneralinformationaboutajobapplicant’smedical/ACChistory.Theemployer’sobjectiveshouldbetoestablishwhethertheapplicantisabletodothejob.Thejobapplicantshouldbetoldwhatthejob’srequirementsareandthenaskedaboutmedicalorphysicalconditionsordisabili-tiesthatmightpreventtheapplicantfromcarryingouttheworksatisfactorily.
Can an employer offer me a job subject to a satisfactory medical examination?
Yes,anofferofemploymentcanbemadeconditionaluponpassingasatisfactorymedicalexaminationwhichmayincludeadrugandalcoholtest.
HIV
Do I have to disclose in the job application process that I am HIV positive?
No,itisunlawfultodiscriminateagainstpeoplewiththeHIVvirus.ThedefinitionofdisabilityintheActincludesthepresenceoforganismsinthebodycapableof causingillness.
TheActdoeshaveariskofharmexceptionwhichcouldberelevantdependingonthedutiesofthejob.FormoreinformationonthisexceptionseeRiskofharm.
Honesty
Isitdiscriminationifanemployerdiscoversajobapplicanthasnotbeentruthfulin a job application and withdraws a joboffer?
Inmostsituationsitwouldnotbediscriminatoryifanemployerwithdrewtheofferofajob.Jobapplicantsshouldhonestlyanswerquestionsaskedinajobapplication form and during an interview. After several high-profile caseswhereapplicantshadfalsifiededucationalqualifications,morerigorouscheckingof qualificationsisnowincreasinglycommon.Anemployeemayalsobesubsequent-lydismissedfordishonestyduringtheapplicationorinterviewprocess.
seealso“Health;Qualifications
Indirectdiscrimination
Can an employer specify physical characteristics such as height, weightorstrength as being essential for the job?
Yes,providedthephysicalcharacteristicsareessentialinordertoperformthejob satisfactorily or in order to meet safety requirements. For example, a bus
company might specify that drivers have to weigh less than 100kg becausethedriver’sseatisonlymanufacturedtocarryaweightofnomorethan100kg.
seealso“Overweight/obesity
Anemployerwhowishestospecifyphysicalcharacteristicsaspartofthequalifi-cationsforthejobneedstorememberthattheActprohibitsindirectdiscrimina-tion. Indirect discrimination occurs when an apparently neutral job conditionorrequirementhastheeffectofexcludingsomejobapplicantsononeofthegroundsprohibited by the Act. For example, a minimum-height requirement is likely tohavemoreeffectonwomenthanonmenand,aswell,mayhavemoreeffectonmenfromsomeethnicgroupsthanfromothers.Thereforephysicalcharacteristicsmayonlybespecifiedifthereisagenuinereasonfordoingso.
The Act provides a “good reason” defence to a complaint of indirectdiscrimina-tion.Thisisthatthereareobjectivelysoundreasonsforthepracticethatareunrelatedtoanyprohibitedformofdiscrimination.
Interview
Is an employer required to have a gender and/or ethnicity balance onaninterviewpanel?
No,thereisnothingintheActrequiringagenderand/oranethnicitybalanceon an interview panel. However, it is desirable for medium to large-size firmstoachieve a gender and/or an ethnicity balance on interview panels to ensurejobapplicants of either sex and of different ethnicities are not overlooked.Having suchabalanceislikelytoreducetheeffectsofanystereotypes.
Can I take a support person to my job interview?
There is nothing in the Act which covers taking a support person to a jobinter-view.Ajobapplicantwishingtobringasupportpersontotheinterviewshouldtelltheemployerbeforetheinterview.
see also “ Behaviour-basedquestions
Jobadvertisements
Cananemployeradvertisefora“girlFriday,”a“barmaid”,abarman”,a“waiter”,“waitress”?
TheActprohibitstheuseofwordswhichhaveagenderconnotationinjob
advertisements,forexamplebarman,unlesstheadvertisementcontainsanindication that it is open to both sexes to apply.
Cananemployeradvertiseforastaffmembertoworkina“fast-paced,high-energy,noisyenvironmentwithnoexperienceneededbutasenseofhumouressential?”
NothingintheActprohibitsthistypeofadvertisementbutifthewordsanddescriptionareinterpretedascodefor“nooneagedover25needapply”thenanolderapplicantmightcomplainofindirectagediscrimination.
Can an employer advertise for a “mature” worker?
No,theword“mature”isoftenassociatedwithageandisprobablybestavoided.Alternative words such as “responsible” or “capable” or “possessinitiative” or“havegoodjudgment”usuallymoreaccuratelydescribethequalitiestheemployeesneedtohave.
Can an employer advertise for applicants with te reo Mäori expertise?
Yes,providedthattereoMäoriexpertiseisarequiredjobcompetencyandnotbeing used as means of employing only Mäori.
AmIresponsibleasanemployerforajobadvertisementthathasbeenplacedby a recruitmentconsultant?
Yes, liabilityforadvertisingwhichbreachestheActrestsbothwiththepersonor organisation that places the advertisement and withthe recruitmentconsultant.Wheretheorganisationplacinganadvertisementisarecruitmentconsultant,theemployeraswellastherecruitmentconsultantisliableforanybreaches oftheAct.
seealso“Liability;Knowledge
Kids
Can I be asked if I intend to have kids?
Anemployershouldavoidaskingquestionsrelatingtopregnancy,proposedpregnancy, contraception or family planning, or parenthood. Questions ofthistype would be at risk of breaching the Act as they could be seen as indicatingan
intention not to employ applicants who have responsibility for children oralter-nativelyanintentionnottoemployapplicantswhodonothaveresponsibilityforchildren.
Knowledge
Is ignorance of the Act a defence to a complaint of discrimination?
No,ignoranceoftheActisnotadefencetoacomplaintofdiscrimination.An employercanalsobeliableforbreachesoftheActbyarecruitmentconsultantorbytheactsofemployees.
Anemployermaybeliablefortheactsofanemployeeunlesstheemployershowsthatreasonablypracticablestepsweretakentopreventtheemployeefromdoingtheact.
seealso“Jobadvertising
Lesbian:see“SexualorientationLiability
If I publish or display a job advertisement can I be responsible if it breachestheAct?
Apersonororganisationpublishingordisplayingajobadvertisementwhich indicatesanintentiontobreachtheActmaybeliableforthebreachoftheAct.seealso“Knowledge
Maritalstatus
CanIbeaskedatajobinterviewifI’mmarried,inacivilunionoradefactorelationship, single, divorced orseparated?
No,youshouldnotbeaskedaboutyourmaritalstatus.Thereare,however,situ-ationsinwhichanemployerisentitledtoenquireastowhetherahusband,wife,partner,spouseworkswiththatemployerorelsewhereinthesameindustry.PleasereadtheinformationrelatingtoPartnersforanexplanationofwhenthismighthappen.
Medical:see“Health
Mentalillness
Can I be asked if I have ever experienced mental illness, forexampledepression?
No, an employer should not ask to be provided with general informationaboutajobapplicant’smedical/ACChistorybutshouldseektoestablishonly whether a job applicant has the abilities needed for the job. Thisincludesestablishing whether an applicant has any medical conditions or disabilities thatmightmeantheworkcouldnotbesatisfactorilycarriedout.
Mentalillnessispartofthedefinitionofdisabilitywhichisoneofthegroundsof discrimination prohibited by the Act. Appendix 1, which sets out theprohib-itedgroundsofdiscrimination,includesthefulldefinitionofthemeaningof disability.
Ajobapplicantshouldfirstbemadeawareofthejob’srequirementsandthenaskedaboutanymedicalconditionsordisabilitiesthatmightpreventthemcarry-ing out the worksatisfactorily.
Jobapplicantswhohaveexperiencedmentalillnessoftendonotdisclosethatfact becausetheyfeardiscrimination.
Migrants
What are my rights as a migrant to accesswork?
Migrantshavethesamerightsinrelationtopre-employmentandemploymentasothersinNewZealand.TheHumanRightsCommissionhasthestatutoryfunctionsofleadingequalemploymentopportunitiesandencouragingthedevelopmentof harmoniousrelationsbetweenindividualsandthediversegroupsinNewZealand society.Decentemploymentiswidelyregardedasacriticalelementinthesocial andeconomicintegrationofmigrantsandrefugees.
Unfortunately,barrierstoaccessingsuitableworkmeanmanymigrantsexperiencedelays in getting jobs or are under-employed in jobs that do not make bestuseoftheirqualificationsandexperience.Migrantssufferprejudice,fearofdifferenceandinter-culturalmisunderstandingsandoftenhavelanguagedifficulties.Recentresearch shows the more similar migrants are in looks, language andEuropeanheritagetoNewZealandersthemoresuccessfultheyareinsecuringemployment.Another study shows discrimination in job short-listing against those withnon-Anglo-Saxonnames.
seealso“Xenophobia
How can employers attract job applications from migrants?
Employerswantingtoincreasestaffdiversityneedtoaudittheirrecruitmentand selection processes to ensure they are not indirectly filteringoutapplicationsfrommigrants.Forexample,howajobisadvertisedincludingwhetheritconcentratesoncorecompetenciesorirrelevantcharacteristics,caneitherencourageordissuademigrantapplications.Whereandhowthepositionisadvertised,thestyle,toneandtenoroftheadvertisementandwhetheritusesEEOstatementsandshowscommitmenttodiversityareimportant.Overseasresearchshowsthatselectionpanelswhichincludeminoritymembersimprovethesuccessrateformigrants.Interviewerswhohavebeentrainedtoavoid“likeme”biasalsoincreasethechancesofsuccessfulmigrantemployment.Trainingisimportantforallmembersofselectionpanels.
Moko:see“TattoosNon-discrimination
What legislation should an employer be aware of when hiring staff?
TheHumanRightsActisanimportantpieceoflegislationthatemployersshouldbefamiliarwith.OneofitskeyobjectivesistoprotectNewZealandersfrombeing discriminated against in their working lives by ensuring no unfairbarriersexist for people seeking work. The Employment Relations Act also sets outthesameprohibitedgroundsofdiscrimination.
Overweight/obesity
If I am rejected for a job because I’m overweight, does this breach the Act?
No,bodysizeorobesityisnotaprotectedgroundofdiscriminationundertheAct.Fromtime-to-timetherehasbeendebateaboutwhetheritshouldbeapro-hibitedgroundofdiscrimination.Itispossiblethatdiscriminationonthegroundsof a person’s body size or obesity might constitute disabilitydiscrimination,
particularlyifitisasymptomofamedicalcondition.ThereisnocaselawinNew Zealandtoprovideanyguidanceontheissueatpresent.
see also “ Indirectdiscrimination
Paidparentalleave
Should I ask about paid parental leave at my job interview?
All job applicants are entitled to ask about paid parental leave. This is a14-week periodavailabletoemployeeswho,bythetimethetimeababyisbornorachild of up to five years of age is adopted, have worked for at least six months forthesame employer. Other eligibility requirements are set out in the ParentalLeaveandEmploymentProtectionAct1987.Formoreinformationsee:
seealso“Pregnancy;Babiesandchildcare
Partner,spouseorrelatives
CanIbeaskedwhetherIhaveapartner,spouseorrelativeworkingwiththeorganisation or with a competitor of the organisation?
Yes,anemployercanaskwhetheryouare:
•married to;or
•in a civil union or de facto relationship with;or
•a relativeof
anyonewhoworksatthatworkplaceorelsewhereinthesameindustry.TheActpermits employers to impose restrictions if any of the situations set outaboveapplyandthereiseitherareportingrelationshipbetweentheemployeesorthereisariskofcollusionbetweenthemtotheemployer’sdetriment.
Photographs
Cananemployeraskmetoprovideacurrentphotographofmyselfaspartofmyapplication?
Nothing in the Act prevents an employer from making such a request.However,aphotographshouldnotbeusedtodetermineparticularcharacteristicssoastoavoidinterviewingajobapplicantbecauseof,forexamplesexorageorethnicityoranyotherprohibitedgroundofdiscrimination.
Policevetting
Cananemployerrequiremetoundertakeapolicevettingaspartofthejob applicationprocess?
There are some jobs involving providing care to children, older people or morevulnerable members of society where it might be a requirement of the jobap-plicationprocessforanapplicanttobevettedbythePolice.Thisisdifferenttoacriminalrecordcheck.TheinformationprovidedbythePolicemaybedifferenttothatprovidedbyacriminalrecordcheck.Formoreinformationsee:
AnyconcernsabouttheaccuracyoftheinformationsuppliedbythePoliceshouldinitiallybetakenupwiththepolicevettingservice.
seealso“Criminalrecords
Politicalopinion
Can an employer ask job applicants about their political opinions?
No,anemployershouldavoidaskingaboutajobapplicant’spoliticalviewsor membership of political organisations. Political opinion discriminationisprohibited by theAct.
Do I have to disclose in a job interview that I’m a member of a political party?
No,generallyspeakingyouarenotrequiredtodisclosethatyouareamemberof apoliticalparty.However,ifyouareseekingemploymentas:
•a political adviser or secretary to a member of Parliament;or
•a political adviser to a member of a local authority;or
•apoliticaladvisertoacandidateseekingelectiontotheHouseof Representatives or to a localauthority
•a member of the staff of a politicalparty
the Act allows the asking of questions about political opinions. Unlessthisexceptionapplies,theActdoesnotrequireajobapplicanttodisclosemembershipof a politicalparty.
Pregnancy
Do I need to reveal at my job interview that I am pregnant?
No, the Act prohibits an employer refusing employment because a jobapplicantispregnant.
Ajobapplicantshouldbemadeawareoftherequirementsofthejob.Alljobapplicants should be asked about any medical or physical conditions thatmightpreventcarryingouttheworksatisfactorily.
IfthejobinvolvesexposuretochemicalsorhazardoussubstancesknowntohaveadverseeffectsonpregnantwomentheActallowsanemployertopointthisouteitherontheapplicationformorduringtheinterview.
Inthesecircumstancesitwouldbewiseforapregnantapplicanttomaketheemployerawareofherpregnancy.
Overseascaselawsuggeststhatitisunlawfulforanemployertodecideinadvancenottoemploywomenofchild-bearingagebecauseofahazardousworking environment. The job applicant should be informed of the risks andbefreetodecidewhethertoacceptanyofferofemploymentthatmightbemade.
However,ifanemployerbecomesawareofanemployee’spregnancy,therequire-ment under health and safety legislation to protect all employees’ healthmay,ifhazardousworkisinvolved,meantheemployeewilltemporarilyhavetobetransferredtoadifferentjob.
seealso“Paidparentalleave
CanIaskanemployerwhatarrangementscanbemadeformetobreastfeedmy baby atwork?
Yes.Recognisingthatmanywomennowreturntoworkearlierafterhavingchildren good employers do their best to provide them with the privacy andthefacilities required for breastfeeding. However, New Zealand has not ratifiedtheInternationalLabourOrganisationConventionwhichoutlinestheminimumstand-ardsforbreastfeedingbreaksandfacilitiesatwork.Proposednewinfantfeedinglegislation requires employers to provide unpaid time and facilities foirbreast-feedingemployees.
TheHumanRightsCommissionconsidersthattherighttobreastfeedatworkandin public life is part of the right to be free from discrimination on the groundsof
sex under the Human Rights Act. The Employment Relations Act also containsanti-discriminationprovisionswhichapplytobreastfeedingwomen.However,breastfeedingisnotidentifiedintheanti-discriminationlegislationwhereas“sex,whichincludespregnancyandchildbirth”is.YourRightsasaBreastfeedingMotheris available at:
TheDepartmentofLabourhasproducedBreastfeedingintheWorkplace:anemployer’sguidetomakingitworkwhichisavailableat
Privacy
Can an employer ask previous employers for information about a job applicant?
Inmostcircumstancespersonalinformationshouldbecollecteddirectlyfromajobapplicantunlesstheapplicantgrantspermissiontodootherwise.Generallyanemployershouldnotseekinformationaboutajobapplicantfromacurrentorformer employer without the job applicant’s consent.
HowlongshouldanemployerholdtheCurriculumVitae(CV)ofanunsuccessfulapplicant?
Itisagoodideafortheemployerandthejobapplicanttoagreeonhowlong theCVwillbekeptbeforeitisdestroyed.SometimesthiscanbeoverlookedsoitisagoodideaforanemployertoestablishastandardsetofproceduresdealingwithhowlongCVswillberetained.Itisappropriatetoallowareasonableperiod of time to pass before an employer either returns or destroys the CVsof the unsuccessfulapplicants.
IfIamanunsuccessfulapplicantcanIaskformyCVtobereturnedandforallinformation about me to be destroyed?
Yes,youcanaskforthistohappenbutitisnecessarytobeawarethatanemployercanuseinformationaboutunsuccessfuljobapplicantsifacomplaintismadeaboutthedecisionastowhotoemploy.Unsuccessfulcandidates’CVsmaybekeptonfileincaseothervacanciesarise,buttheemployerandjobapplicantsshould agree on this during pre-employment processes.
see also “ Unsuccessfulapplication