Anti-Discrimination Measures evaluates how a company prevents, detects and remedies unfair treatment based on protected characteristics - such as race, ethnicity, gender identity, sexual orientation, age, disability, religion, nationality, marital status or political opinion - throughout the employment life-cycle and wider business practices. It covers:

• policy commitments & governance – zero-tolerance anti-discrimination and harassment policies, board oversight, executive accountability and integration into codes of conduct;
• bias-free people processes – inclusive recruitment advertising, structured interviews, bias-mitigating assessment tools, transparent pay-setting and promotion criteria, and equitable performance-management systems;
• training & culture-building – mandatory anti-discrimination, bystander-intervention and unconscious-bias training, complemented by leadership modelling and employee-resource groups that foster allyship;
• complaint handling & remedy – confidential, accessible grievance channels, prompt investigations, protection against retaliation, corrective actions and restitution for victims;
• monitoring & transparency – collection of voluntary demographic data, regular audits of hiring, pay, promotion and disciplinary outcomes, public reporting of representation and pay-equity metrics - aligned with frameworks such as GRI 405, ISO 30415, ILO Convention 111, EU Anti-Discrimination Directives and forthcoming EU ESRS S1.