Advertising and Promotions

Apply the Legal Framework^[1-5]

Advertising must comply with legislation in the Human Rights Act, Privacy Act, and Employment Relations Act.

Understand the differences between direct and indirect discrimination.

Direct discrimination is specifically discriminating against an applicant because of mental health problems.

Indirect discrimination is having processes or policies that exclude applicants with mental health problems for no justifiable reason.

Beware of Unconscious Bias^{[2, 4, 6]}

Review the policy and process for advertising and seeking talented applicants.

Discuss with your recruitment agency or HR staff your EEO policy to ensure recruitment is open to all applicants.

Ensure information highlights what needs to be done instead of how it is to be done.

Be clear on the difference between essential and desirable tasks and skills.

Advertise that you are an EEO employer and open to applicants with disabilities including mental health problems.

Ensure exclusions are based on skills needed rather than unconscious bias.

Demonstrate Inclusive Practice^{[2, 4, 6, 7]}

Use positive language such as “we welcome people with disabilities to apply”.

Consider using supported employment agencies. These can be found through ASENZ (http://www.asenz.org.nz)

Make it clear to staff, recruitment agencies, and through your advertising that reasonable accommodations will be made for applicants with disabilities (including mental health problems).

Be clear about what accommodations you are prepared to make.

Provide a point of contact and a range of contact methods so applicants can ask about the recruitment process.

Be clear that disability includes mental health issues as this is not obvious to everyone.

Will all applicants who meet the minimum requirements be offered an interview, including those with mental health problems or a history of mental illness? If not, think about what the barrier may be: processes, advertising, or attitude?

Useful Websites

EEO Employers’ group:
http://www.eeotrust.org.nz/group/index.cfm

Workbridge:
http://www.dol.govt.nz/er/workable/help/financial-help.asp

Workbridge administers government funding schemes to support disabled people into open employment, training or self-employment, as well as placing disabled people directly into work.

Advisors for Supported Employment in New Zealand:
http://www.asenz.org.nz/

ASENZ helps disabled people to get a job and to keep it. Visit the website or phone ASENZ on 06 342 3899 to find your nearest branch.

Be. Employed:
http://www.beaccessible.org.nz/be-employed

Be. Employed have joined their efforts with the Employers Disability Network to further grow the vision of greater, more meaningful and more accessible employment opportunities for people with disabilities.

References:

Human Rights Commission, Korowai Whaimana: know your rights. A human rights workshop for people with experienceof mental illness. 2004, Auckland, New Zealand.
Equal Employment Opportunities Trust. Diversity Toolkits: Employing disabled people. [cited 2014 October]; Available from: http://www.eeotrust.org.nz/toolkits/disability.cfm?cache=455701.
Equal Employment Opportunities Trust, Employment legislation overview, Equal Employment Opportunities Trust, Editor.

http://www.eeotrust.org.nz/group/index.cfm

Workbridge. Workbridge - Real jobs for people with disabilities. 2014; Available from: http://www.workbridge.co.nz/?page=1.
Ministry of Business, Innovation and Employment. Workable: Recruiting new staff. 2013 2013; Available from: http://prod.dol.govt.nz/er/workable/recruiting/index.asp.
Mind., Mental health in the workplace: an employers guide. 2010, Mind: London, England.
Stephens, M. and B. Caird, Countering Stigma and Discrimination: Organisational Policy Guidelines for the Public Sector. Wellington. 2000, Mental Health Foundation New Zealand: Wellington, New Zealand.

^[1]EEO Trust, Diversity & Equality: Evidence of positive business outcomes and how to achieve them. A review of the literature. 2008: Auckland New Zealand.

^[2] Peterson, D. and Mental Health Foundation of New Zealand, I haven't told them, they haven't asked the employment experiences of people with experience of mental illness. 2007, Mental Health Foundation of New Zealand: Auckland, New Zealand.

^[3] Duncan, C. and D. Peterson, The employment experiences of people with experience of mental illness literature review. 2007, Mental Health Foundation of New Zealand: Auckland [N.Z.].

^[4]Gordon, S. and D. Peterson, What works: Positive experiences in open employment of mental health services users. 2014, Mental Health Foundation: Auckland, New Zealand.

^[5] Peterson, D., A. Barnes, and C. Duncan, Fighting shadows: self-stigma and mental illness = Whawhai atu te whakamåa hihira. 2008, Auckland [N.Z.]: Mental Health Foundation of New Zealand.

Advertising and Promotion

Research shows that a diverse, well-managed team is more productive and creative, so successful workplaces look to attract people from a wide range of backgrounds.^[1] Making people feel welcome and able to contribute at the highest level starts with recruitment.

Anticipated discrimination stops many people with mental health problems from applying for jobs. Past experiences have likely taught them the reality of discrimination.^[2][3][4][5]

Your aim as an inclusive employer is to ensure that your advertising attracts the talent you need. Start by asking:

Are we inclusive?

Is our advertising biased in any way?

Does our advertising adhere to legal requirements?

This iconis located in the top right-hand corner of the page. Click the icon to read more about Avoiding discrimination or bias in Advertising and Promotion.

Then answer the questions below.

Exercise / 1

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Advertising and Promotions

Advertising and Promotion