Product Overview

Summary: This Anti Discrimination Compliance Standard Operating Procedure sets out a clear, practical framework for preventing, identifying and responding to unlawful discrimination in Australian workplaces. It helps organisations embed respectful behaviours, meet WHS and Fair Work obligations, and demonstrate a genuine commitment to diversity, equity and inclusion.

This Anti Discrimination Compliance Standard Operating Procedure provides a structured, step‑by‑step approach to preventing and managing discrimination in line with Australian legislation and contemporary WHS expectations. It guides organisations through how to set behavioural standards, handle complaints consistently, support affected workers, and document decisions in a way that will stand up to internal review or external scrutiny. The SOP is written specifically for Australian workplaces and is suitable for businesses of all sizes, from small enterprises through to multi‑site organisations.

Unmanaged discrimination is not only unlawful – it drives psychological injury, staff turnover, grievances, and reputational damage. This SOP helps you move beyond ad‑hoc responses and informal conversations by establishing a repeatable process that managers can confidently follow. It integrates anti‑discrimination obligations with your broader WHS and HR systems, clarifies roles and responsibilities, and provides practical guidance on early intervention, informal resolution, formal investigations and record‑keeping. By implementing this procedure, your organisation can reduce risk, build a safer and more inclusive culture, and demonstrate due diligence to regulators, courts and employees alike.

Key Benefits

• Ensure compliance with key Australian anti‑discrimination, WHS and Fair Work legislation.
• Reduce the risk of psychological injury claims, grievances and costly external disputes.
• Standardise how managers respond to discrimination concerns across all sites and teams.
• Strengthen organisational culture by clearly defining acceptable behaviours and expectations.
• Demonstrate due diligence through consistent documentation, consultation and review processes.

Who is this for?

• Business Owners
• Chief Executive Officers (CEOs)
• Human Resources Managers
• People and Culture Leaders
• WHS and Compliance Managers
• Line Managers and Supervisors
• Team Leaders
• Return to Work and Injury Management Coordinators
• Diversity, Equity and Inclusion (DEI) Specialists
• Payroll and HR Administration Officers

Included Sections

• 1.0 Purpose and Scope
• 2.0 Definitions (Discrimination, Harassment, Victimisation, Protected Attributes, Reasonable Management Action)
• 3.0 Legal and Regulatory Framework (Australian Legislation and WHS Interface)
• 4.0 Roles and Responsibilities (Officers, Managers, Workers, HR, WHS Representatives)
• 5.0 Principles of Anti Discrimination and Equal Opportunity
• 6.0 Identifying Discrimination, Harassment and Victimisation
• 7.0 Reporting Channels and Confidentiality Requirements
• 8.0 Initial Response and Triage of Concerns
• 9.0 Informal Resolution and Early Intervention Options
• 10.0 Formal Complaint Management and Investigation Procedure
• 11.0 Support for Affected Workers and Respondents
• 12.0 Record‑Keeping, Privacy and Information Management
• 13.0 Interaction with WHS Reporting, Psychosocial Risk Management and Incident Investigation
• 14.0 Corrective Actions, Outcomes and Monitoring
• 15.0 Training, Communication and Consultation with Workers
• 16.0 Review, Audit and Continuous Improvement
• 17.0 Related Policies, Procedures and Forms

Legislation & References

• Fair Work Act 2009 (Cth)
• Sex Discrimination Act 1984 (Cth)
• Racial Discrimination Act 1975 (Cth)
• Disability Discrimination Act 1992 (Cth)
• Age Discrimination Act 2004 (Cth)
• Australian Human Rights Commission Act 1986 (Cth)
• Work Health and Safety Act 2011 (Cth and harmonised state and territory Acts) – duties relating to psychosocial hazards
• Safe Work Australia – Model Code of Practice: Managing psychosocial hazards at work
• Respect@Work: National Inquiry into Sexual Harassment in Australian Workplaces – guidance principles