Anti-Discrimination Compliance Checklist for Hospitality & Tourism
A checklist for reviewing workplace practices and policies to ensure compliance with Australian anti-discrimination, equal opportunity, and workplace behaviour legislation.
Includes food safety compliance (HACCP), RSA requirements, liquor licensing documentation, and tourism accreditation record keeping.
Complete Checklist
- 1Review the anti-discrimination and equal opportunity policy for currency and completenessCritical
- 2Verify the workplace harassment and bullying policy is current and communicatedCritical
- 3Check that guest complaint handling procedures are clear, accessible, and confidential
- 4Review recruitment practices to ensure they are free from discriminatory criteria
- 5Assess whether job advertisements and descriptions use inclusive language
- 6Verify that interview processes use consistent, role-relevant criteria for all candidates
- 7Review promotion and development decisions for fairness and transparency
- 8Check that workplace facilities are accessible and inclusive
- 9Review reasonable adjustment processes for employees with disability
- 10Verify that all staff have received anti-discrimination and harassment trainingCritical
- 11Review any complaints received during the period and assess their resolution
- 12Check that the workplace is free from offensive or inappropriate material
- 13Review flexible work policies and ensure they are applied equitably
- 14Assess the diversity of the workforce and identify any areas for improvement
- 15Document the review findings and update policies or practices as neededCritical
Frequently Asked Questions
What are the protected attributes under Australian anti-discrimination law?
Protected attributes vary slightly between federal, state, and territory legislation but generally include race, colour, sex, sexual orientation, gender identity, age, disability, marital status, family responsibilities, pregnancy, religion, political opinion, national extraction, and social origin. Some jurisdictions also protect attributes such as physical features, lawful sexual activity, and industrial activity. Discrimination based on any protected attribute is unlawful.
What is the employer's liability for workplace harassment or discrimination?
Employers can be held vicariously liable for discriminatory or harassing conduct by their employees and agents, even if they did not know about or authorise the behaviour. The defence against vicarious liability is to demonstrate that all reasonable steps were taken to prevent the conduct, including having current policies, providing training, and taking complaints seriously. Prevention is far better and cheaper than defending a claim.
How often should anti-discrimination training be provided to staff?
Provide training at onboarding and refresh it at least annually. Additional training should occur when policies change, after an incident, or when new legislation is introduced. Training should cover what constitutes discrimination and harassment, how to report concerns, the guest complaint handling process, and bystander intervention. Make the training practical and relevant with scenario-based examples.
Need help implementing these checks into your daily operations?
Our team can build custom checklists integrated into your daily operations workflow.