For this article I have chosen section 11 of the Human Rights Code, entitled “Discrimination in Job Advertisements”. This section talks about the prohibition on advertising a job that expresses a limitation or preference of any kind. This section is directed at any individual in society and aims to "protect" them from discrimination with respect to any job posting, stating that any job posting must be free of limitations, so everyone is "welcome" to apply fairly. Unfortunately, the section has an unusual impact on the very subjects it wants to "protect" because even if the law prohibits the use of language that refers to a limitation in advertising based on race, color, ancestry, place of origin, political belief , religion, etc. Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an Original Essay Advertising is not the only step to employment, job postings sometimes contain subtle and discriminatory language that limits the options of minorities with examples such as “Must provide Canadian Driver’s License” in an offer where driving is not an essential function of the job, this creates an exclusionary statement about race, national origin, age, and in some cases economic class Another example I've seen is "Able to lift more than 60 pounds" in a retail job posting, when lifting is not part of the essential functions of the job offered this creates another disqualifying statement With these two examples provided I can say that people who consider themselves incapable of lifting more than 60 lbs or who are unable to provide a Canadian driver's license are simply passing the jobs without even thinking whether such specifications are mandatory to fulfill the essential functions of the job. In the case of the driver's license, when I asked the question (is a driver's license essential for the essential functions of the job?) I heard it all when it comes to answers like "what if I need ___ (insert subject here) to be taken ____(insert location here)?”. Of course, if you advertise a truck driver, taxi driver, or something that requires the use of machinery (license is an essential aspect of the job), but when you think about applying for a driver's license, you inadvertently eliminate several groups of people from doing apply for your job because they can't get a driver's license (usually) through no fault of their own. The job order author might say that everyone will know that what they really mean is legal identification, but if they don't say it, people don't take it for granted. People who fail to get a Canadian driver's license will skip the offer even if they are perfectly qualified to do the job. In the other example, stating in your offer that the perfect candidate must be able to lift more than 50 pounds creates an unconscious limitation in people with any disability or if they are naturally incapable of doing so when this is not part of the essential function of an offer of work as a retail salesperson, so there should be a change in the way the employment sector offers jobs "openly", narrowing options to specific groups. On the other hand, ironically, this law protects the employment sector and its discrimination in its most subtle form, specifying that they cannot advertise with limitations but considering precisely the advertising phase in which they continue to discriminate subtly, the law does not apply applies in any kind of prejudice or norm of the employer once the applications are submitted, as I said advertising is not the The only phase to get a job, once the.