Anti-discrimination legislation continues to be used as a social and labour market mechanism yet the results of Australian telephone surveys of randomly selected employers and job applicants indicate that discrimination in the recruitment and selection process is flourishing despite such legislation. Only limited support for the neo-classical economists' concern that antidiscrimination legislation creates additional costs and inefficiencies was found. The role of the legislation in creating more effective selections was not strongly supported either, but about half of both employers and job applicants thought that the legislation was fair. A more proactive approach is needed if illegal discrimination in the recruitment and selection process is to be minimised; anti-discrimination legislation, without exposure of research findings and active monitoring of human resource practices, is insufficient.

Objective: This exploratory study examined the amount of information provided in risumis that could form the basis for unlawful discrimination. Method: The covering letters and r b u m b of secretarial job applicants were examined and coded under strict ethical guidelines. Results: Substantial information upon which unlawful discrimination could be based was provided by applicants, particularly by older applicants. Conclusion: Applicants may reduce their chances of an interview and aid and abet unlawful discrimination by including personal information in their risumis. Suggestions to minimize this problem are offered.

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