Australia Employment Campaign Category Policy

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

To see the full Campaign Policy, see this page.

Employment Campaigns in Australia

Advertising is supported for Employment campaigns in Australia, 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

• Advertisements for employment opportunities should focus exclusively on the essential skills and abilities needed to do the job and only refer to personal characteristics (see Non-Discrimination, below) if they are part of the genuine requirements of the job.

Campaign Parameters

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

• Permitted targeting types: all targeting types, subject to 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 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: Campaigns must not result in discrimination based on any protected class or characteristic, including:

  • Race, colour, descent, national origin, ethnic origin, or immigrant status

  • Age

  • Disability (mental or physical, including pregnancy and breastfeeding)

  • Sex, sexual orientation, gender affiliation

  • Political or religious belief or activity

  • Marital status or family responsibilities

  • Industrial activity

  • Physical features

  • Medical record

  • Criminal record

  • Trade union activity

• Privacy Act: 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)

  • Racial and ethnic background

  • Religious, philosophical beliefs, and political opinion

  • Trade or professional union or association membership

  • Data concerning sexual preferences or practices

  • Criminal record

Important Prohibitions

• Advertisements showing a preference for or discouraging someone from applying for a job because of their protected class or characteristic are prohibited.

  • For example, an advertisement for a job “recent college graduates” might discourage people over 40 from applying.

  • For example, selecting only “male” as a demographic audience for a job advertisement would impermissibly exclude women from an opportunity.

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