The purpose of a job interview is to identify the best candidate for a particular role. To achieve this purpose, interviewers should ask questions that relate to the candidate’s ability to perform the inherent requirements of the position, rather than questions about irrelevant personal characteristics, which might be discriminatory.
“Given that a person’s character traits can be relevant to their ability to perform a role, questions that demonstrate these character traits (e.g. “Provide an example of a time you overcame a problem”) are perfectly permissible,” says Trent Hancock, Principal Lawyer at Jewell Hancock Employment Lawyers. “However, questions that seek information beyond what is relevant to the role are not.”
In general, employers should not ask candidates to provide information about characteristics such as their age, gender, ethnicity or sexuality, as doing so can be unlawful. “The reason questions relating to these factors can be unlawful is for the simple fact that these factors are not relevant to an employee’s ability to perform a job,” says Hancock.
It is also unlawful to discriminate against a prospective employee on the basis of their physical or mental disability, marital status, family or carer’s responsibilities, pregnancy, religion, political opinion, national extraction or social origin. “Any questions that concern or require an answer relating to any of these factors should be avoided as it gives rise to the inference that the ultimate selection of the successful applicant will be at least in part based on an impermissible factor,” advises Hancock.
Here are three questions that are illegal or potentially discriminatory, and suggestions for what you can ask instead.
1. How old are you?
If the request relates to the inherent requirements of a role, such as requiring proof of age to work in a licensed venue or proof of licence to drive a delivery van, then it is legitimate,” says Jaenine Badenhorst, Employment Lawyer at Empower Law.
However, Badenhorst notes that because these documents contain information regarding the employee’s age and other protected attributes, such a request may be discriminatory. If you use a candidate’s driver’s licence to calculate their age and then subsequently use their age to discriminate against them, that’s illegal.
What to ask instead:
“In order to avoid any allegation of discrimination, it is best practice for an employer to ask for such documents after an offer of employment has been made and to make any offer contingent on providing the requested documentation,” says Andrew Jewell, Principal Lawyer from Jewell Hancock Employment Lawyers.
2. How do you juggle work and looking after your children?
This question suggests that a candidate’s family responsibilities are relevant to the decision of whether to employ them or not. “Whether someone has children, cares for other dependants (like an elderly parent, or disabled relative) or plans to have children, should not be used to discriminate against a prospective employee,” says Badenhorst. It is illegal to discriminate against a candidate due to their family status (such as being a single parent).
What to ask instead:
“Are you able to commit to working the following hours …”
3. Have you had any past injuries/illnesses?
As this question relates to a protected attribute (disability), it is unlawful. Depending on the circumstances, however, this question could be relevant if it is specifically aimed at asking about an illness or injury that would directly relate to the ability to perform the inherent requirements of the role.
Employers also have to give real thought to whether they could reasonably accommodate a disability, for example by changing the way the work is performed or by providing equipment.
What to ask instead:
“Do you have any medical conditions that would mean you are unable to lift heavy items?” or “Is there any reason you might not be able to complete the duties required for this role?”
“An employer could also ask an employee if they would require any reasonable accommodations in order to be successful in the role,” explains Badenhorst. “This indicates to the candidates the employer is willing to work with the employee, rather than house the information to discriminate against them.”
What you need to know
Employers cannot “refuse or omit to employ” a potential candidate because they are of a certain gender, sexual orientation, age, race or due to another illegal ground. But it is important to note that there are limited occasions when discrimination may be allowed if it relates to the requirements of the position.
Different treatment is sometimes legal (and necessary) to enable a particular group of people to achieve equality with others. Examples include gender quotas in the workplace or measures to reduce the discrimination or under-representation of specific ethnic or cultural groups.
However, it is unlawful for employers to discriminate against candidates on the basis of the attributes outlined above, and if you do, candidates may be able to take legal action against you.
This article was originally published at Seek.com.au.
Information provided in this article is general only and it does not constitute legal advice and should not be relied upon as such. SEEK provides no warranty as to its accuracy, reliability or completeness. Before taking any course of action related to this article you should make your own inquiries and seek independent advice (including the appropriate legal advice) on whether it is suitable for your circumstances.
