Creating a workplace where everyone feels safe, valued and supported isn’t just the right thing to do—it should be a priority. As employers, having a good understanding of what constitutes discrimination is the first step toward taking action and building a respectful environment where all team members can thrive.
After reading this guide, you’ll be able to identify different types of discriminatory behaviour in the workplace and learn effective strategies to actively support your team.
What is discriminatory behaviour?
Discriminatory behaviour occurs when someone is treated unfairly or less favourably because of certain characteristics. In Australia, it’s unlawful to discriminate against a person based on their age, disability, gender identity, race, religion, or sexual orientation.
Discriminatory behaviour can sometimes be obvious, but often, it’s more subtle and can easily go unnoticed if you’re not looking out for it. It can happen during recruitment, in everyday workplace interactions, or through workplace policies and decisions. Any form of discrimination can significantly impact a person’s wellbeing and career opportunities.
Types of discriminatory behaviour
According to the Australian Human Rights Commission, discrimination can take many forms:
- Direct discrimination occurs when someone is treated less favourably because of a personal characteristic. For example, not hiring someone because of their age or because they have a disability.
- Indirect discrimination happens when a rule or practice seems fair but disadvantages certain people. For instance, making it a requirement for all employees to attend after-hours social events could disadvantage people with caring responsibilities, disability or mental health conditions.
- Harassment includes unwelcome conduct that offends, humiliates, or intimidates someone based on personal characteristics.
- Victimisation involves treating someone unfairly because they’ve made a complaint about discrimination or supported someone else’s complaint.
Discriminatory behaviour in the workplace
Unfortunately, discriminatory behaviour still exists in many workplaces, whether it’s intentional or not. Discrimination can affect recruitment, training opportunities, career progression and promotions, and day-to-day interactions. It creates barriers that prevent people from participating fully in the workplace and can lead to mental health challenges, reduced productivity, low morale, and high staff turnover.
Examples of discriminatory behaviour in the workplace
In a workplace, discriminatory behaviour might look like overlooking a qualified candidate because of their disability, making assumptions about someone’s ability based on their age, or creating policies that unintentionally exclude certain employees. It can also look like:
- Making jokes or comments about someone’s cultural background
- Assigning tasks based on stereotypes rather than skills and abilities
- Overlooking qualified candidates for promotion because of their age
- Using language that makes assumptions about gender or family status
- Setting unreasonable requirements that disadvantage certain groups
- Talking about topics in group settings that leave some team members feeling excluded or uncomfortable because of their background or circumstances
These examples represent only a small number of ways discrimination can appear in the workplace.
How you can support your team
Building an inclusive workplace takes more than policies. While they’re an important starting point, it also requires ongoing action, awareness and a genuine commitment to listening and learning.
As a leader, you can help set the tone by modelling inclusive behaviour, speaking up when something isn’t right and encouraging open, respectful conversations within your team. Providing regular training can help your staff to better understand the different types of discrimination and how to prevent them. It’s just as important to make sure your team knows how to raise concerns safely and that any concerns will be heard and taken seriously.
By actively working to prevent discrimination, you’re not just complying with legal requirements—you’re building a stronger, respectful and more inclusive workplace where everyone can contribute their unique perspectives and talents.
Creating an inclusive workplace is an ongoing journey that benefits your team, your business, and the wider community.
Learn more about unconscious bias and how it could be affecting your business here.
This article is intended to provide general information only and should not be considered legal advice. For more information about discrimination in the workplace, visit the Australian Human Rights Commission website at www.humanrights.gov.au.