What do we mean by non-discrimination and equality?
Discrimination in employment and occupation refers to any distinction, exclusion or preference that results in individuals being unfairly disadvantaged or excluded from the workplace or labour market. This can be based on race, colour, religion, sex, disability, political opinion, national origin, social background or any other characteristic unrelated to job performance. Workplace discrimination remains widespread, affecting millions of people in hiring processes, daily work routines and employment separation.
Non-discrimination is a fundamental human right. Every worker and job seeker has the right to freely pursue employment opportunities, realise their full potential and be recognised and rewarded based on their merit - not on personal characteristics unrelated to the work.
Equality in the workplace means creating conditions in which all individuals can thrive. It involves ensuring equal opportunities and fair treatment while recognising that people face different circumstances – and that historical and systemic discrimination has left some groups at a disadvantage. Achieving equality is therefore not about treating everyone the same. It requires directing resources and opportunities according to individual needs and circumstances.
Ensuring non-discrimination and equality in the workplace should go beyond mere compliance. A compliance-driven approach may fail to identify or address deeper-rooted discrimination, especially when embedded in societal or organizational culture.
This tool supports a transformational approach to workplace non-discrimination and equality – one that integrates these principles into every aspect of the employee life cycle and across all organizational functions. It emphasis accountability and long-term positive impact over box-ticking exercises.
Please note: While this tool focuses predominantly on non-discrimination and equality in the workplace, it does not address these aspects in relation to broader aspects of business operations, such as the design, delivery and marketing of products or services. Moreover, companies should always focus on complying with national laws. Where national laws on workplace non-discrimination and equality fall short of international standards, companies are encouraged to align their practices with those standards to the extent possible. In such cases, they should also be transparent about any legal constraints that may limit their ability to fully do so.
Photo BMF Media / ILO
How does non-discrimination and equality relate to the Ten Principles of the UN Global Compact?
Non-discrimination is rooted in Articles 1 and 2 of the Universal Declaration of Human Rights, which Principle 1 of the UN Global Compact calls on businesses to respect. In turn, Principle 6 specifically requires businesses to uphold the elimination of discrimination in respect of employment and occupation. Promoting workplace non-discrimination and equality - and embedding these principles throughout business operations - is an important step in tackling inequality and eliminating discrimination worldwide.
Why are non-discrimination and equality important to my business?
Many companies adopt non-discrimination and equality policies because it is the right thing to do - and to remain in compliance with national or local legislation and international standards. However, there is also a strong business case for going beyond minimum legal requirements. Business leaders across sectors and regions increasingly recognise that a diverse and inclusive workforce is a powerful asset that drives innovation, growth, and long-term value creation.
Some of the most compelling evidence for workplace equality lies in the performance of diverse leadership teams, which are consistently linked to stronger financial outcomes. But the benefits extend well beyond senior roles. Promoting non-discrimination and equality at all levels of recruitment helps companies tap into a broader talent pool, ensuring they don’t overlook the skills and potential of underrepresented groups. Inclusive workplace policies not only support fair treatment - they also enhance a company’s reputation as an employer of choice, making it easier to attract, retain and develop top talent. This can lead to increased productivity and reduced costs related to staff turnover and absenteeism. Moreover, a diverse workforce brings a wider range of perspectives and experiences, which fuels innovation, strengthens problem-solving and leads to better decision-making. Finally, a genuine and proactive commitment to non-discrimination and equality can enhance a company’s standing with investors, business partners and customers - strengthening its brand, credibility, and long-term success.
How can this tool help businesses?
This anonymous and confidential self-assessment tool allows companies to assess the effectiveness of their policies and practices related to workplace non-discrimination and equality. All data entered into the tool is visible only to the user; no individual company data will ever be shared externally. The tool guides you through a structured set of questions across thirteen key performance areas. While comprehensive, the tool is not exhaustive: it does not cover every potential issue, intersection, or action that could improve workplace non-discrimination and equality. It also does not account for all marginalized or underrepresented groups. After answering all of the questions, you will receive a score reflecting your organization's standing across the assessed areas. The tool will also highlight relevant resources that can help you further strengthen your non-discrimination and equality strategy and programs.
Thank you for using the UN Global Compact Non-discrimination and Equality Analysis Tool on behalf of your company, and for taking this critical step to foster non-discrimination and equality in the workplace.
If you are interested to learn more about the Non-discrimination and Equality Analysis Tool, reach us at nde-tool@unglobalcompact.org.