First steps to become a non-discriminatory employer

Acknowledge that discrimination can occur

Don’t ignore any potential case of discrimination. They can have costs in time, money and stress for everyone involved, as well as potential negative publicity. Inaction can be viewed unfavourably in any legal case.

Get to know the legislation

Make sure that you and your staff are aware of the main features of the legislation. Don’t wait until you have a problem. Remember, you are responsible for the actions of your employees, so make sure that they know what is expected of them.

Create the right climate

Look at how you can create a workplace where dignity and respect for different people are a reality in practice. Develop a Non-Discrimination Policy

Establish a clear message that discrimination, harassment and victimisation are not acceptable in the workplace and be prepared to abide by and enforce these policies.

Be prepared to lead

Statements and actions from the leadership of the organisation create a strong message about how you expect people to behave in the workplace.

Look at the whole of your organisation

Check all your policies, systems and practices to see where discrimination might exist and be prepared to make changes to improve things.

Communicate what you are doing

Tell employees, their representatives and the wider community what you are doing to ensure discrimination is being tackled.

Improve the skills of employees

Train personnel in how to recognise and deal with discrimination. Employees, who are taught to respect difference, may be less likely to engage in discriminatory behaviour.

Deal with complaints

Put in place a clear and independent process for dealing with complaints in a transparent way. Above all don’t victimise the victim – that too is illegal!

Take Positive Action

You can consider special programmes to help employees from under-represented groups to apply for jobs or take up new responsibilities.

Review your initiatives

Things change. Recent cases may establish case law. Complaints can help you identify specific issues to be takkled. Make sure you continuously review what you are doing.

Make people accountable

Tackling discrimination is not only the responsibility of one group. Make it part of the job description of all employees and help them to understand what they can do themselves.

Measure your progress

Set goals and devise ways in which you can collect information that tells you how well you are doing in ensuring discrimination does not take place in the workplace.

Connect with external stakeholders

Develop links with external organisations that represent or work with a wide variety of people, in order to reach a wider pool of people or to get advice about your initiatives.

Seek expert help

There are many different organisations and experts that can help you implement these steps. Find out where you can get further information and assistance.

For more information on what you can do as an employer to improve your company in terms of diversity and anti-discrimination, please read our Fact Sheets.