- Age Discrimination Policy: Jobs that discriminate on the basis of age , or preferentially hire on the basis of age, are not allowed on Indeed. Additionally, job posts that specifically target new or recent graduates may not be allowed on Indeed’s site in certain markets
- Approved Occupational Qualifications Policy: Jobs with requirements based on a protected characteristic may be eligible for visibility on Indeed if the requirements are an approved occupational qualification.
- Identity-Based Insults, Targeted Abuse, and Hate Speech Policy: Indeed does not allow the use of identity-based insults, targeted abuse, or hate speech.
- National Origin Discrimination Policy: Indeed does not allow behavior or content that targets or excludes job seekers on the basis of national origin or factors related to national origin such as ethnicity or accent.
- Other Discrimination Policy: Indeed does not allow discrimination or preferential hiring in jobs, apply processes, or interactions. Discrimination or preferential hiring is defined as the unjust treatment of a job seeker on the basis of factors that do not directly affect their ability to successfully perform a job.
- Racial Discrimination Policy: Jobs that discriminate on the basis of race, or preferentially hire on the basis of race, are not allowed on Indeed.
- Religious Discrimination Policy: Jobs that discriminate on the basis of religion, or preferentially hire on the basis of religion, are not allowed on Indeed.
- Sexual Orientation or Gender Identification Discrimination Policy: Jobs that discriminate on the basis of sex or gender identification, or preferentially hire on the basis of sex or gender identification, are not allowed on Indeed.
- Smoker Discrimination Policy: Indeed does not allow jobs that exclude smokers from applying. Employers are welcome to state that smoking is not allowed on site or at the workplace, but may not specify that a candidate cannot smoke outside of work hours in private.
- Personalization & Targeting Policy: Personalization and targeting refers to “personalized advertising” or “targeted advertising” enabled through user and behavior data. This policy helps to protect the job seeker from unlawful, malicious, and/or irrelevant targeting. Such targeting negatively impacts the job seeker experience by either showing content that is not aligned with the job seeker’s expressed interest or by targeting based on characteristics that may be discriminatory, unrelated to the skills and experience of the job seeker, or offensive. Employers that violate the personalization and targeting policy may have their content removed.
- Relevancy Targeting Policy: Irrelevant content is content not explicitly related to the job seeker’s user information, skills, or experience. Targeting should be closely connected to the job seeker’s overall experience and interests, and objectively related to their career goals and history. Employers may not target job seekers based on irrelevant experience, past queries, or keywords. Employers that violate the relevancy targeting policy may have their content removed.
- User Information Targeting Policy: Employers may not use a job seeker’s user information to target communications to them that are unrelated to a job opportunity. Employers that violate the user information targeting policy may have their content removed.
Company Page Policies:
- Personal Descriptors Policy: Content may use words and terms to describe an individual or group of people (such as class/race/sexual orientation, political affiliation/etc.) as long as these personal descriptors do not allow a non-public figure to be identified and as long as the descriptors add meaningful context to the content’s description of the employee’s work experience. Content that uses personal descriptors in irrelevant ways, which do not provide useful context to the review, may be removed.
- Abusive Language Policy: Content should provide insight into a company’s working experience and company culture in order to inform job seekers seeking to learn about the company. If submitted content is written with the primary intent to be inflammatory rather than informative of the company experience, it may be removed.
- Sensitive Topics Policy: Content should provide useful insight of the overall company experience. Content that focuses on specific depictions of a situation or individual are not relevant to the overall company experience, and can be misleading to job seekers. Content containing stories of a specific incident or about an individual may be removed.
- Irrelevant Content Policy: Content should contain only information relevant to an employee’s experience with the specified company. If the content focuses on a topic that is irrelevant to the author’s personal experience with the company, it may be removed.
- Language Specific Policy: If the majority of the review is written in a different language from the market in which the corresponding company is located, the content may be removed.
- Other Policy: Content may be removed for other reasons, including duplicate content or geolocation mismatches. Indeed reserves the right to remove content at its discretion.