1. A law firm contacts you to recruit a corporate assistant solicitor with two years' post-qualification experience (PQE). Do you:
(a) Advertise for a PQE corporate assistant.
(b) Set out some of the skills needed in the ad, and say that the role will 'ideally suit a lawyer with approximately two years' PQE'.
(c) Not mention the desired length of service, and instead set out what the role requires in terms of skills and experience.
2. Which of these phrases rings alarm bells?
(a) 'Female worker required for counselling role at women's refuge'.
(b) 'Secretary required for CEO of advertising agency - ideal candidate will be blonde, female and under 30'.
(c) 'Mature female required as au pair for two children of professional couple'.
3. A vacancy has arisen for an accounts assistant for a company with a fourth floor office in an old building with no lift. Your client has specified that it will only interviewable-bodied candidates who can handle the steep climb up the stairs each day. Do you:
(a) Go along with their request and specify that only able-bodied applicants may apply.
(b) Refuse to place such a discriminatory ad, no matter what the consequences for your firm.
(c) Explain to them this could be unlawful and discriminatory, and explore other options for finding the ideal candidate.
4. How many examples of discrimination can you find in this rather ill-advised ad?
'The Eastborne Pensioners Jogging Club seeks a new treasurer: she must be mature, of UK origin, and a regular churchgoer. The successful candidate will enjoy jogging, needlework and will have a cheerful and sunny disposition'.
5. Why is it a good idea to ask specifically whether a candidate has a disability?
Having received an answer, what safeguards should the employer/agency take with the information it has received?
6. In a recent case, an atheist maths teacher working in a Roman Catholic high school was turned down for the post of acting principal because he was not a Roman Cath