Australian Employers Excluding Candidates Based on Health and Age, Survey Reveals

A new survey by the Australian HR Institute (AHRI) has revealed concerning practices among employers. The findings indicate that seven in ten employers exclude candidates from specific groups, including individuals with long-term illnesses, disabilities, mental illnesses, or those aged over 55. The survey, which included more than 600 business leaders and HR decision-makers, also found that one-third of employers admitted to excluding workers with mental illness.

Concerning Exclusions: Key Survey Findings

Key findings from the AHRI survey indicate:

• 33% of employers excluded candidates with a mental illness.
• 29% excluded applicants with a long-term illness.
• 19% reported excluding applicants with a disability or those aged 55 and over.

Recruitment professionals and career coaches have expressed strong criticism of these findings. AHRI stated that narrowing the talent pool poses "clear economic risks."

"AHRI Chief Executive Sarah McCann-Bartlett emphasized that it is illegal for employers to discriminate or inquire about potential employees' health conditions."

She noted that restricting the recruitment of these candidates limits both the labor pool and workforce diversity, despite a gradual decline in such exclusions over time.

Expert Perspectives: Prejudice and the Call for Change

Career coach Leah Lambert described the survey's results as "disappointing."

Gayle McNaught from SANE, a national mental health organization, identified the findings as "concerning," reflecting existing prejudice.

Disability Discrimination Commissioner Rosemary Kayess highlighted that stereotypes persist, stating that assumptions about people with disabilities being "expensive or a burden" have not been overcome. Ms. Kayess also called for amendments to the Disability Discrimination Act to introduce a positive duty for employers to proactively prevent discrimination.

Navigating Disclosure: Candidate Experiences and Expert Advice

Tim Hillier, a financial services manager, recounted a negative experience after disclosing a mental health condition to a recruiter, which he felt impacted his job prospects. He now advises against volunteering such information on applications.

Recruiters, including Clinton Marks of Robert Half, confirm that employers typically do not ask for personal health information.

"Candidates are not obligated to disclose reasons for career breaks."

Mr. Marks also noted a preference for gender and a presumption against those from different countries regarding English proficiency, though some clients are adopting blind recruitment practices. Career coaches advise job seekers to state "personal reasons" for career breaks rather than disclosing sensitive health information.