ABSTRACT
Cases on discriminatory advertising have been few; the Commissions have preferred to proceed by way of advice and explanation and have sought as much voluntary co-operation as possible. The cases themselves have usually involved flagrant and obvious breaches of the law, which have understandably become less common, though non-discriminatory advertising in no way guarantees that the remainder of the recruitment process will be free from direct or indirect discrimination. In practice, the greater problem with discriminatory advertisements concerns keeping the wording of a positive action advert within the boundary of what the law permits.
