There is no place for unlawful discrimination in the workplace. Anti-discrimination laws should be easy to follow and not impede genuine and necessary business decisions. These include decisions to employ or not employ, to advertise for employment, to discipline or terminate employment on lawful grounds, to undertake redundancies and restructuring and to measure or reward employee productivity or performance.
- Clearly expressed anti-discrimination laws that facilitate compliance.
- An emphasis on education and problem-solving rather than prosecution and sanction.
- Reduced regulatory overlap between existing federal laws that prohibit discrimination in employment.
- Protection of employers from ‘double jeopardy’.
- Anti-discrimination laws should have a clearly delineated scope of operation, and provide specifically identifiable obligations and avenues for redress.
- Guidelines rather than mandatory codes of practice should be used, with best practice behaviour promoted.
- Consolidate federal anti-discrimination laws, provided there is no net detriment to businesses as duty holders
- Anti-discrimination law should not permit multiple claims in different jurisdictions based on the same conduct.