How Can Managers Prevent Discrimination
How can managers prevent discrimination in practice? Very little of it arrives as hostility. It concentrates in four ordinary decisions, and the control at each is the same.
- Hiring. Assess against written criteria set before you see the applicants, not against a sense of fit formed during the interview.
- Allocating work. Notice who consistently gets the visible projects and who gets the routine ones.
- Development. Track who has been offered training and secondments over time, not just this round.
- Performance and exit. Apply the same standard, with evidence, and document the reasoning at the time.
The common thread is writing down why, at the moment you decide rather than weeks later. A decision explained afterwards always looks constructed, even when the reasoning behind it was perfectly sound at the time.
The Australian Human Rights Commission covers employer obligations. This is general information rather than legal advice, and obligations vary by state and territory.
See Sentrient’s EEO training course and performance review software.
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