{"id":2191,"date":"2020-12-23T14:09:18","date_gmt":"2020-12-23T04:09:18","guid":{"rendered":"https:\/\/nz.legalvision.com.au\/?p=2191"},"modified":"2025-04-15T18:01:00","modified_gmt":"2025-04-15T05:01:00","slug":"equal-employment-opportunity","status":"publish","type":"post","link":"https:\/\/legalvision.co.nz\/employment\/equal-employment-opportunity\/","title":{"rendered":"What is Equal Employment Opportunity?"},"content":{"rendered":"\n<p><span style=\"font-weight: 400\">Under New Zealand law, you have a responsibility as an employer to prevent and manage discrimination, harassment and bullying of your employees in your workplace. Therefore you must take steps to promote a fair workplace. You can develop an Equal Employment Opportunity (EEO) policy to create a <\/span><a href=\"https:\/\/legalvision.co.nz\/employment\/how-to-ensure-your-new-zealand-workplace-is-safe\"><span style=\"font-weight: 400\">diverse and safe workplace<\/span><\/a><span style=\"font-weight: 400\"> for all your employees. This article explains EEO and what NZ employers should include in an EEO policy.<\/span><\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span style=\"font-weight: 400\">Your Employer Obligations<\/span><\/h2>\n\n\n\n<p><span style=\"font-weight: 400\">Under New Zealand law, <a href=\"https:\/\/legalvision.co.nz\/employment\/employment-discrimination\/\">you cannot discriminate<\/a>, directly or indirectly, against your employees. This extends to the hiring process<\/span>. Here,<span style=\"font-weight: 400\"> you cannot ask questions to a job applicant that indicate an intention to discriminate. Some types of discrimination include:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span style=\"font-weight: 400\">age;<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">race or colour;<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">ethnicity or national origins;<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">sex (including pregnancy or childbirth);<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">sexual orientation;<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">disability;<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">religious or ethical belief;<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">marital or family status;<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">employment status;<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">political opinion;<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">domestic violence victims; and<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">involvement in union activities.<\/span><\/li>\n<\/ul>\n\n\n\n<div  class=\"box box--icon box--info\">\n    <p>EEO means that everyone can have equal access to employment opportunities based on merit, without fear of discrimination or harassment.<\/p>\n<\/div>\n\n\n\n<p><span style=\"font-weight: 400\">As an employer, you are usually responsible for any discrimination, harassment or bullying of employees that occurs in your workplace. If you receive a complaint from one of your employees, you must conduct a full investigation of all the relevant facts. You will minimise your liability if you can show that you took reasonable steps to minimise the issue. You can set out these steps in an Equal Employment Opportunity Policy.&nbsp;<\/span><\/p>\n\n\n    <div class=\"my-7 lg:my-10 border-y-2 border-gray-100 py-7 lg:py-10 flex flex-col sm:flex-row items-start gap-10\">\n                    <img decoding=\"async\" class=\"w-52 mx-auto my-0! rounded\" src=\"https:\/\/img.legalvision.com.au\/wp-content\/uploads\/sites\/2\/2024\/08\/16153647\/LV_Employment-Essentials-Factsheet-NZ.jpg\" alt=\"Front page of publication\"\n                 loading=\"lazy\" width=\"208\" height=\"298\">\n                <section>\n            <div class=\"text-2xl font-bold\">Employment Essentials Factsheet NZ<\/div>\n            <div class=\"body-text\">\n                <p>Access this free LegalVision factsheet to ensure you grasp your crucial employment responsibilities.<\/p>\n            <\/div>\n            \n\n<a href=\"https:\/\/go.legalvision.co.nz\/Employment-Essentials-Factsheet-NZ.html\" class=\" block px-5 py-3.5 max-w-fit bg-orange button__hover transition rounded text-white font-bold text-lg no-underline uppercase leading-tight text-center\" target=\"\" rel=\"\">Download Now<\/a>        <\/section>\n    <\/div>\n\n\n\n\n<h2 class=\"wp-block-heading\"><span style=\"font-weight: 400\">What Should You Include in an Equal Employment Opportunity Policy?<\/span><\/h2>\n\n\n\n<p><span style=\"font-weight: 400\">Just like all workplace policies, it is essential to have a written EEO policy that explains the steps you take to promote a fair workplace and comply with your EEO obligations. Ideally, you should provide the policy to your employees during their onboarding process and provide further training programs to ensure everyone in the workplace understands their obligations. You should review and update your policy regularly to reflect changes to the legislation or your organisation\u2019s culture.<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400\">When drafting an EEO policy, you should clearly explain:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span style=\"font-weight: 400\">who and when your policy applies, for example, employee types, work locations and processes;<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">how your company meets your obligations under the relevant anti-discrimination laws;<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">who is responsible for each EEO-related process (for example, if a manager does not resolve an initial complaint, a Human Resources representative can step in);<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">details of your hiring process (for example, based on merit and without regard to attributes such as race, sex or gender);\u00a0<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">information on the dismissal of employees without breaching unfair dismissal laws;\u00a0<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">what steps you take to minimise discrimination, harassment or bullying in your workplace and to <a href=\"https:\/\/legalvision.co.nz\/employment\/manage-employment-dispute\/\">manage complaints<\/a>; and<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">which equal employment opportunities are available to employees (for example, equal training opportunities for men and women in the workplace).<\/span><\/li>\n<\/ul>\n\n\n\n\n<a href=\"#content-next\"\n   class=\"block p-4 mt-10 text-xl font-bold text-center text-white no-underline bg-gray-800 rounded-t-xl\">\n    Continue reading this article below the form\n    <i class=\"text-xl fa-regular fa-arrow-down\"><\/i>\n<\/a>\n<div class=\"px-6 pt-10 pb-12 mb-10 text-center bg-gray-100 rounded-b-xl sm:px-12 test\">\n    <div class=\"mb-8 text-2xl font-bold 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This includes taking steps to minimise discrimination, harassment or bullying of people that occur in your workplace. It is essential to have a written EEO policy that explains the actions you take to promote a fair workplace and comply with your EEO obligations. For example, your policy should include what steps you take to minimise discrimination, harassment or bullying in your workplace and to manage complaints; and which equal opportunities are available to your employees. <\/span><\/p>\n\n\n\n<p>If you are drafting an EEO policy, our experienced\u00a0<a href=\"https:\/\/legalvision.co.nz\/employment-lawyers-lp\">employment lawyers<\/a>\u00a0can assist as part of our LegalVision membership. For a low monthly fee, you will have unlimited access to lawyers to answer your questions and draft and review your documents. Call us today on\u00a0<a href=\"tel:+64800005570\">0800 005 570<\/a>\u00a0or visit our\u00a0<a href=\"https:\/\/legalvision.co.nz\/membership\/\">membership page<\/a>.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Frequently Asked Questions<\/h2>\n\n\n\n<div class=\"schema-faq wp-block-yoast-faq-block\"><div class=\"schema-faq-section\" id=\"faq-question-1606880258379\"><strong class=\"schema-faq-question\"><strong><strong><strong><strong><strong><strong><strong><strong><strong><strong><strong><strong><strong><strong><strong><strong><strong><strong><strong>How do I ensure equal employment opportunity?<\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/strong> <p class=\"schema-faq-answer\">To create a fair and safe workplace, you need to start by building a positive culture within your organisation that promotes respect. You should provide all new employees with a copy of your EEO policy, which sets out your behaviour expectations in the workplace, and provide training and information to managers so that they can deal sensitively and appropriately with any complaints.\u00a0<\/p> <\/div> <div class=\"schema-faq-section\" id=\"faq-question-1606880271477\"><strong class=\"schema-faq-question\"><strong><strong><strong><strong><strong><strong><strong><strong><strong><strong><strong><strong><strong><strong><strong><strong><strong>Why is EEO important?<\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/strong> <p class=\"schema-faq-answer\">By encouraging EEO, you can attract more diverse talent, improve your employees&#8217; productivity and promote a positive workplace culture that is free from intimidation and inappropriate behaviour. You will also minimise your liability in the event of a complaint from an employee, which could escalate to an external party such as the New Zealand Police or the Human Rights Commission.<\/p> <\/div> <\/div>\n\n\n\n\n","protected":false},"excerpt":{"rendered":"<p>Under New Zealand law, you have a responsibility as an employer to prevent and manage discrimination, harassment and bullying of your employees in your workplace. Therefore you must take steps to promote a fair workplace. You can develop an Equal Employment Opportunity (EEO) policy to create a diverse and safe workplace for all your employees.<a href=\"https:\/\/legalvision.co.nz\/employment\/equal-employment-opportunity\/\">Continue reading <span class=\"sr-only\">&#8220;What is Equal Employment Opportunity?&#8221;<\/span><\/a><\/p>\n","protected":false},"author":13387,"featured_media":849,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_relevanssi_hide_post":"","_relevanssi_hide_content":"","_relevanssi_pin_for_all":"","_relevanssi_pin_keywords":"","_relevanssi_unpin_keywords":"","_relevanssi_related_keywords":"","_relevanssi_related_include_ids":"","_relevanssi_related_exclude_ids":"","_relevanssi_related_no_append":"","_relevanssi_related_not_related":"","_relevanssi_related_posts":"","_relevanssi_noindex_reason":"","editor_notices":[],"footnotes":""},"categories":[5],"tags":[24,25,54,387,388,389],"class_list":["post-2191","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-employment","tag-startup","tag-small-business","tag-medium-business","tag-equal-employment-opportunity","tag-employment-policy","tag-workplace-policy"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.1.1 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>What Is Equal Employment Opportunity in NZ? 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You will also minimise your liability in the event of a complaint from an employee, which could escalate to an external party such as the New Zealand Police or the Human Rights Commission.","inLanguage":"en-NZ"},"inLanguage":"en-NZ"}]}},"_links":{"self":[{"href":"https:\/\/legalvision.co.nz\/api\/wp\/v2\/posts\/2191","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/legalvision.co.nz\/api\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/legalvision.co.nz\/api\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/legalvision.co.nz\/api\/wp\/v2\/users\/13387"}],"replies":[{"embeddable":true,"href":"https:\/\/legalvision.co.nz\/api\/wp\/v2\/comments?post=2191"}],"version-history":[{"count":6,"href":"https:\/\/legalvision.co.nz\/api\/wp\/v2\/posts\/2191\/revisions"}],"predecessor-version":[{"id":228962,"href":"https:\/\/legalvision.co.nz\/api\/wp\/v2\/posts\/2191\/revisions\/228962"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/legalvision.co.nz\/api\/wp\/v2\/media\/849"}],"wp:attachment":[{"href":"https:\/\/legalvision.co.nz\/api\/wp\/v2\/media?parent=2191"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/legalvision.co.nz\/api\/wp\/v2\/categories?post=2191"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/legalvision.co.nz\/api\/wp\/v2\/tags?post=2191"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}