Handling discrimination

Key processes and procedures

Handling discrimination

Employers have a duty to prevent, investigate, and resolve discrimination claims fairly and consistently.

Step 1: Encourage reporting

Employees should feel safe coming forward. A clear grievance process should be communicated in handbooks, policies, and training sessions.

Step 2: Investigate fairly

Investigations should be impartial, thorough, and well-documented. This may include:

Gathering witness statements
Reviewing policies
Considering reasonable adjustments or mediation

Step 3: Take action

If discrimination is found, employers must take appropriate steps. This could involve:

Disciplinary action against responsible parties
Updating policies to close gaps in compliance
Training and awareness programmes to prevent future incidents

Step 4: Ongoing prevention

Workplace discrimination is so much more than dealing with complaints as and when they happen. Your main priority should be building a culture that prevents them from happening in the first place. This means:

Regular diversity and inclusion training
Clear anti-harassment policies
Management accountability to lead by example

Why getting this right matters

In short, discrimination in the workplace is both a legal, and cultural risk for your business.

A fair and inclusive workplace boosts employee engagement, retention, and brand reputation.
Proactive HR policies prevent costly legal battles and protect your organisation.
Knowledge is power – staying informed and up to date on the latest employment laws helps future-proof your business.