Canada Employment Campaign Category Policy

This guide provides an overview of Quantcast’s policy guidelines for Employment campaigns in Canada, including what is supported, restricted, and prohibited. Please review carefully.

To see the full Campaign Policy, see this page.

Employment Campaigns in Canada

Advertising is supported for Employment campaigns in Canada, including:

• Recruiting

• Hiring

• Job sites

• Job fairs and events

• Internships

Carefully review this guide as there are important prohibitions and restrictions with which Advertisers must comply to satisfy Quantcast policies, federal, provincial and territorial laws, and self-regulatory codes.

Creative Considerations

• Where required, advertisements for specific employment opportunities should include a statement that the employer is an equal opportunity employer and that accommodation will be provided.

Campaign Parameters

See the Create a New Campaign article for details on setting up a campaign.

• Permitted targeting types: all targeting types, subject to PIPEDA (below) and the Non-Discrimination section below. Additionally, all campaigns are subject to the Restricted Data Types section of Quantcast’s Campaign Policy: in connection with the use of any Quantcast product or service, where prohibited by applicable law, Clients may not collect, use, or provide to Quantcast personal data revealing a restricted attribute or characteristic explicitly, by inference, or otherwise, including in creatives and/or strategies like targeting and/or tagging.

• Permitted tagging: all tagging types, subject to PIPEDA (below) and the Non-Discrimination section below. Additionally, all campaigns are subject to the Restricted Data Types section of Quantcast’s Campaign Policy: in connection with the use of any Quantcast product or service, where prohibited by applicable law, Clients may not collect, use, or provide to Quantcast personal data revealing a restricted attribute or characteristic explicitly, by inference, or otherwise, including in creatives and/or strategies like targeting and/or tagging.

• Non-Discrimination Prohibitions: Campaigns must not result in discrimination based on any protected class or characteristic, including:

  • Race, color, or ethnic background

  • Religious beliefs or practices

  • Ancestry

  • Place of origin

  • Citizenship, including refugee status

  • Sex including pregnancy and gender identity

  • Familial status

  • Marital status, including people with a same-sex partner

  • Disability

  • Sexual orientation

  • Receipt of public assistance

  • Association with anyone who displays a protected trait

• PIPEDA: Campaigns must not reveal or concern; or result in the collection, provision, or processing of the following types of data; or allow reasonably certain inferences concerning:

  • All health-related data (known or inferred, including genetic and biometric data)

  • Financial data

  • Ethnic and racial origins

  • Political opinions, religious or philosophical beliefs

  • Sex life or sexual orientation

Important Prohibitions

• Advertisements for employment opportunities must not contain statements, qualifications, or references that relate either directly or indirectly to a protected class or characteristics or include neutral requirements that may be discriminatory barriers and should include only bona fide requirements of the job. For example, it may be a bona fide requirement to speak clear English, but it is not acceptable to require “unaccented English.”

• Advertisements showing a preference for or discouraging someone from applying for a job because of their protected class or characteristic are prohibited. For example, employment-related advertisements may not select only one gender as a demographic audience.

If you have questions regarding an Employment advertiser or campaign, please reach out to [email protected].