I've just come across this meaty article by Bird&Bird which is all about discrimination in job advertising.
Firstly, the fact that any employers dare to advertise for 'attractive females' with specific bra sizes in this day and age is nothing short of completely appalling. Why on earth this would ever stipulate that said candidate would thrive in their PA role I do not know, but I do know that any woman who would apply for a role with these requirements quite clearly has no self-respect.
Women have worked so hard for equal rights in the workplace and continue to battle, far too hard for the small population of females who believe that sleeping their way to the top constitutes a rewarding career path. I'm by no means a devout feminist but when it comes to over sexualisation my opinions escape me. One's value and perception of their own self should come from far deeper depths than his or her sexual appeal.
Bird&Bird's article is a guide to help you as a business through any key legal challenges associated with the hiring process and to help you avoid any unwanted trouble as an organisation. The last thing you want or need is to be discriminating unknowingly through your advertising. Check it out to make sure you're conducting yourself properly as a business:
Sadly it’s true. A recruitment agency was widely criticised in the press last month after posting job adverts for “attractive women” and specifying what bra size applicants should be. Whilst outrageous examples like this still appear from time to time, fortunately the vast majority of employers wouldn’t dream of directly discriminating against candidates. But how confident are you that your processes are not inadvertently indirectly discriminatory? As employment lawyers, we tend to see some common issues with the way some companies identify, engage and contract with their most important assets – their people. One single poorly executed recruitment process could cost a company tens of thousands of pounds in wasted time, legal fees and compensation. Not to mention the reputational damage and the opportunity cost of missing the right recruit.