Why you need this mini-guide
Because getting it wrong isn’t an option.
Not every case of discrimination is clear cut. When you’re dealing with sensitive complaints or murky legal territory, the stakes are high for both your people and your business. And as an HR leader, the responsibility often lands squarely on your shoulders.
This guide is here to support you, offering practical insights into tackling the trickiest of situations, from handling formal investigations to navigating positive action and policy grey areas. If you’re looking for clarity and real-world guidance, start here.
Why discrimination can’t be ignored
It’s easy to think discrimination won’t be a problem in your workplace – until it is. A lack of awareness, unconscious bias, or outdated processes can create real issues, whether it’s pay disparities, unfair recruitment practices, or managers failing to act on concerns.
If left unchecked, discrimination can lead to:
- Legal risks – Tribunal claims that cost time, money, and reputational damage
- Toxic work environments – Frustration and resentment that drive employees away
- Missed opportunities – A lack of diversity can stifle innovation and growth
