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10 Quick Tips for Small Businesses




  1. Look at the facts, not the faces.

    Race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, disability, age (40 or older) or genetic information (including family medical history) should NOT be a factor when you hire, fire, promote, pay, train, discipline or make other work-related decisions.

  2. Provide reasonable accommodations (changes to the way things are normally done at work) to applicants or employees who need them for medical or religious reasons, or because of pregnancy, childbirth, or related medical conditions, if required by law*.
  3. Develop a strong anti-discrimination policy before discrimination becomes a problem.
  4. Ensure that employees understand their rights and responsibilities at work.
  5. Be alert to potential harassment or discrimination. Stop, address and prevent harassment and discrimination.
  6. Ensure that employees are not punished for reporting discrimination, participating in a discrimination investigation or lawsuit, or opposing discrimination.
  7. Post an EEO poster at your business.
  8. Keep employment records as required by law.
  9. File an EEO-1 Report if you have 100 or more employees. Some federal contractors with at least 50 employees must also file this report.
  10. Contact the EEOC to request assistance, information or training.


* Federal, state and local laws may prohibit additional types of discrimination and/or require you to provide reasonable accommodations for other reasons. Federal, state and local government websites may have additional information about these laws.

See also:

Making an Employment Decision?

What should I do if an applicant or employee asks for breaks, leave or other changes to a work situation because of his medical condition or his religious beliefs?

I'm creating employee policies

I'm training my staff about discrimination

What is retaliation and how can I prevent it?