Code of Practice on Sex Discrimination Ordinance 11.5. Employers should ensure that the contents of advertisements are based on consistent selection criteria.18 In line with good management practice, it is recommended that employers: 11.5.1. advertise for jobs on the basis of consistent selection criteria in order to encourage applications from suitable applicants of both sexes and ensure that no single sex will be treated more favorably than the other; 11.5.2. review all advertising materials and accompanying literature relating to employment to ensure that such materials do not present men and women in stereotypical roles. Use job titles, headlines and illustrations with care. Replace titles with sex implications by gender-neutral ones, or pair them with the other sex equivalent, e.g. waitress. Where there is no suitable word, it may be necessary to put “male or female” in brackets after the job title; 11.5.3. avoid requests for photographs and copies of ID cards at the application stage as this may indicate an intention to discriminate on the ground of sex although asking for ID numbers would be acceptable. However, requests for photographs and copies of ID card can be made at the interview stage for identification purposes; 11.5.4 where jobs are traditionally held by persons of one sex, consider including statements such as “ the post is equally open to men and women” as this will send out a clear message that applicants from both sexes are welcome; 11.5.5 place advertisements in publications likely to reach both sexes, but not publications that are predominantly read by either men or women; and 11.5.6 where vacancies are to be filled by promotion or transfer, publish the information to all eligible employees so that there is no restriction on applications from either sex. Code of Practice on Employment under the Disability Discrimination Ordinance 12.5. Employers should ensure that the contents of advertisements are based on consistent selection criteria.24 In line with good management practice, it is recommended that employers: 12.5.1. advertise for jobs on the basis of consistent selection criteria in order ot encourage applications from suitable candidates regardless of whether they have a disability; 12.5.2. avoid requests for photographs and copies of ID cards at the application stage as this may indicate an intention to discriminate on the ground of disability, although asking for ID numbers would be acceptable. However, requests for photographs and copies of ID card at the interview stage can be made for identification purposes; 12.5.3. where jobs are traditionally held by employees who do not have a disability and absence of disability is not a GOQ, consider including statements such as the post is equally open to persons with a disability’s; as this will send out a clear message that applicants with a disability are welcome; and 12.5.4 where vacancies are to be filled by promotion or transfer, publish the information to all eligible employees so that there is no restriction on applications from employees either with or without disability. Family Status Discrimination Ordinance Code of Practice on Employment 10.5 Employers should ensure that the contents of advertisements are based o consistent selection criteria. 18 In line with good management practice, it is recommended that employers: 10.5.1 advertise for jobs on the basis of consistent selection criteria in order ot encourage applications from suitable applicants, regardless of family status, and ensure that persons with family status will not be treated less favorably than persons without family status or will not be indirectly discriminated against; 10.5.2 review all advertising materials and accompanying literature relating to employment to ensure that such materials and accompanying literature relating to stereotypical roles. Persons with family status should not be portrayed as being of limited use to an organization because they have responsibility for the care of an immediate family member. Their contribution may be equally as significant as that of persons without family status; and 10.5.3 avoid asking for information about children of dependants at the application stage as this may indicate an intention to discriminate on the ground of family status (although asking about dependants after an offer of employment is acceptable where the request relates to information for dependant benefits).