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. 24-06, March 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:
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 |
Statutory Authority: RCW 49.60.120(3). 99-15-025, § 162-16-260, filed 7/12/99, effective 8/12/99.