Washington Administrative Code › Title 162 - Human Rights Commission › Chapter 162-16 - Employment › Section 162-16-260 - Discriminatory language in advertising and recruiting

Current through Register Vol. 24-14, July 15, 2024
(1)
Unfair practice.
The law
		  against discrimination (RCW    49.60.180,
		  49.60.190 and
		  49.60.200)  makes it an unfair
		  practice for employers, labor unions, employment agencies, or other persons to
		  discriminate on the basis of protected status. An exception is if a bona fide
		  occupational qualification applies (please see WAC
		  162-16-240). The law against
		  discrimination (RCW    49.60.220)  also makes it an
		  unfair practice for any person to aid, abet, encourage, or incite the
		  commission of any unfair practice.
The commission provides the following
			charts as guidance in avoiding discriminatory language in advertising and
			recruiting. These are suggested terms only. The commission invites persons who
			want further assistance to contact commission staff.
(2)
Discriminatory language.
It
		  is an unfair practice to use any word, term, phrase, or expression that tends
		  to influence, persuade or dissuade, encourage or discourage, attract or repel,
		  any person or persons because of protected status. An exception is if a bona
		  fide occupational qualification applies (please see WAC
		  162-16-240).
DISCRIMINATORY TERMS IN
					  ADVERTISEMENTS:
SUGGESTED SUBSTITUTES:
Man, woman, girl, boy, lady, etc.
Person, applicant, hiree, one, trainee, or a
					  sex-neutral job title
Cute, handsome, pretty, clean-cut, attractive
Neat, well-groomed, personable, professional
					  appearance
Married, single
No substitutes
Recent graduate, college student (implies preference
					  for youth)
Degree required, Internship
Mother, housewife
Part-time, short hours
Young
Entry level, beginner, trainee
Christian, Jewish, etc.
No substitutes
Interracial, segregated, Black, White, colored,
					  Oriental, Asian, Mexican, minority.
Person, applicant, etc.
Other nondiscriminatory terms: Reliable, responsible,
					  efficient, minimum wages, long hours, overtime, able to travel, willing to
					  relocate.
(3)
Job titles.
It is an unfair practice to use a discriminatory job
		  title in any help wanted advertisement, job description, job announcement, or
		  any other notice, statement, or publication, unless the employer has shown that
		  a bona fide occupational qualification applies (please see WAC
		  162-16-240).
The term
			"discriminatory job title" includes but is not limited to any job title that
			contains a gender noun or suffix, such as waitress, foreman, salesman, maid, or
			counter girl. If the use of a gender neutral job title is not practicable, two
			alternatives are permissible:
(a) The
		  sex specific job title may be used with its counterpart title (e.g.,
		  waiter/waitress);
(b) The sex
		  specific title may be used if accompanied by the designation "man or woman,"
		  "male or female," or "M-F" (e.g., foreman, man or woman; tailor, male or
		  female; lineman, M-F).
DISCRIMINATORY JOB TITLES:
SUGGESTED SUBSTITUTES:
Barmaid
Server, Cocktail Server
Busboy, tray girl
Busser, Cafeteria Worker
Cleaning woman, cleaning lady
Cleaning Assistant
Draftsman
Drafter, AutoCAD Specialist
Fireman
Firefighter
Fisherman
Fisher
Foreman
Supervisor
Handyman
Miscellaneous Repairer
Journeyman
Journey Level
Leadman
Crew, Shift, or Team Leader
Longshoreman
Longshore Worker
Maid
Domestic Helper, Housekeeper
Maintenance man
Maintenance Worker
Policeman
Police Officer
Repairman
Repairer, Technician
Salesman, saleslady, salesgirl
Salesperson, Sales Clerk, Sales Representative
Stewardess, Steward
Flight Attendant, Cabin Attendant