Discrimination can happen through a number of processes and procedures as well as directly from one person to another.

Advertising Jobs

• When advertising a vacancy always avoid referencing any protected characteristics. Phrases such as "mature person", "10 years experience" "young graduate" are all potentially discriminatory

Recruitment

• Use job description, person specifications to ensure you have the information you need about the role and assess all candidates using the same criteria. 
• Avoid asking questions on an application form that refer to protected characteristics. 
• It's good practice to have 2 people in the interview process to ensure there is no unconscious bias
• Use the same questions for all candidates

Promoting existing employees

• Ensure all opportunities are publicised throughout the organisation

Pay and other terms and conditions

• There should be no terms and conditions that disadvantage anyone because of their protected characteristic

Training

• Training should be offered to all employees without being influenced by their protected characteristic or whether they work full or part time

Dismissal

• Avoid treating anyone unfavourably because of their protected characteristic

Religious Practice

• Being sensitive to employees religious needs and beliefs by providing a private space for prayer and reflection

Dress Code

• There may need to be flexibility on dress code but the needs of health and safety are also important to consider

Redundancy

• When redundancy is a possibly, you cannot take any protected characteristic or matters related to a protected characteristic into consideration. Such as attendance issues due to a disability