Myth-Busting: Positive Discrimination vs. Positive Action

When it comes to inclusion, there’s one myth that keeps popping “Positive discrimination and positive action are the same thing.” Spoiler alert, they are not. And confusing the two can land your business in hot water faster than someone forgetting to mute themselves on a Zoom call!

Let’s untangle this together.

Myth: Positive discrimination and positive action are the same.

Some people think you can fix inclusion gaps simply by setting quotas or “filling seats” with underrepresented groups. This is positive discrimination: rigid numerical targets that dictate who you hire, promote, or invite to the table.

Sounds neat on paper, right? But in practice, it’s tricky:

• It can create resentment among staff who feel like roles are handed out based on numbers rather than merit.

• It doesn’t tackle the real barriers preventing people from thriving.

• It can carry legal risks. In many countries, explicitly favouring someone because of a protected characteristic can breach employment or equality law, even if your intentions are good.

While it might boost diversity numbers temporarily, it’s rarely sustainable and legally, it’s a minefield.

Truth: Positive action is the smarter, safer path

Positive action is different, and infinitely smarter. Instead of obsessing over numbers, it’s about removing barriers and creating equitable opportunities so underrepresented groups can genuinely succeed.

Think of it this way:

• Positive discrimination is like handing someone a life jacket and saying, “Here, float!”

• Positive action is like fixing the holes in the boat, teaching everyone how to swim, and making sure the life jackets are available to anyone who needs them.

  
  

Positive action in practice: nurturing talent, building trust

Positive action gives you a practical, sustainable way to nurture talent and build a workplace where everyone feels valued, not just counted.

Unlike quotas, which focus on numbers, positive action focuses on people and opportunity. It’s about identifying the barriers that hold talented individuals back and creating the conditions for them to thrive.

This could mean:

• Offering targeted development programs for underrepresented employees

• Reviewing recruitment and promotion processes to eliminate hidden bias

• Mentoring or sponsoring employees to ensure they have access to meaningful growth opportunities

• Ensuring that everyone has a voice in decision-making and is recognised for their contributions

  
  

The result? A workplace where people feel seen, supported, and empowered, not just “included on paper.” When employees know the organisation genuinely invests in their success, engagement increases, collaboration flourishes, and talent retention improves, creating a cycle of sustainable inclusion that benefits your business, your culture, and your bottom line.

In other words, positive action isn’t a quick fix or a checkbox it’s a strategic, people-focused approach that grows your business while building trust and belonging across your team.

Why this matters for small- and mid-sized businesses

If you’re running a business with 10, 50, or 200 employees, the stakes are real:

• Your culture matters more than ever, people talk!

• Quotas can backfire, creating disengagement or even legal risk.

• Positive action gives you a practical, sustainable way to nurture talent and build a workplace where everyone feels valued.

  
  

A little trust goes a long way

Here’s the secret sauce: trust is the currency of inclusion. Without it, even the best policies fall flat. Positive action builds trust because it’s transparent, fair, and focused on real development, not just ticking boxes.

Key takeaways for your organisation

1. Positive discrimination = quotas, rigid numbers, legally risky, generally not recommended.

2. Positive action = removing barriers, creating opportunities, fair and sustainable.

3. Focus on trust, capability, and inclusion culture, not just hitting a number.

4. Small actions, big impact: Inclusion is a journey, not a checkbox.

Inclusion is about creating a workplace where everyone can thrive and feel valued. If you’re curious about how positive action could work in your business, or just want to chat through ideas and practical steps, I’d love to connect. Let’s explore it together and see what could make the biggest difference for your team.

Rebekah Hayward,

The Inclusion Editor