No Discrimination is Practiced

How to comply – what it looks like in practice

You need to:

  • Be aware of the legislation
  • Ensure that the way you recruit and manage your staff is not discriminatory


  • Make sure you are aware of this legislation and what this means for your business.
  • You can demonstrate this by having a full anti-discrimination policy in your workplace that covers recruitment, promotion, training, pay and working conditions.

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  • This policy needs to be communicated to managers and workers through their contract, handbook and/or induction in a language they understand.
  • The policy may be included in the rules of the workplace to make it clear that discrimination either from managers to workers or from worker to worker is not tolerated.

Equal Opportunities

  • Make sure that employees and workers are treated equally and fairly by you and your management.


  • When designing a job advert, be careful not to discriminate in the content. For example, have you:
  • Removed age limits from job adverts, so no-one is discouraged from applying because of their age.
  • Avoided phrases like ‘young graduates’, ‘mature person’ or phrases that are gender specific.
  • Used language and pictures to appeal to different groups (age/ national origin/ gender).
  • Publicise your vacancies in ways most likely to attract people from a variety of groups – consider national and local newspapers, free papers, internet, jobcentres, and community and business networks.

Recruitment interviews

  • When interviewing workers for a job, you are careful what kind of questions you ask them. You do not ask questions such as ‘Are you pregnant?’; ‘Do you plan to have children in the future?’ that have no bearing on the job.
  • It can be helpful to have a set of structured interview questions that you ask of all interviewees. If you ask any additional questions, you should document these with the interviewee’s answers.

Access to promotion

  • Workers should be promoted on the basis of their experience, skills and capabilities.
  • It can be helpful to look at the people who are in supervisory/ management positions and make sure that as a group, they reflect the makeup of the workforce.
  • This can help demonstrate equal opportunities but also means there is a means for raising issues for all workers.

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