Introduction The subject of workplace diversity is slightly set apart from other prejudice-related subjects by a wide range of worrying myths and political controversies. Those who come into direct contact with the issue of occupational diversity may be surprised to discover the degree to which labour force heterogeneity benefits organizations. Forward-looking human resources (HR) managers are well aware of the fact that a diverse workforce benefits a company’s productivity because it fosters complementary relationships between employees, makes the working environment more enjoyable, and attracts additional customers who appreciate the benefits of a high degree of staff homogeneity (Ning, Xiao & Lee 2017). There is ample empirical evidence pointing to this positive diversity-performance link (Ning, Xiao & Lee 2017). Despite the fact that workplace diversity has become commonplace in developed countries throughout the world, there is still much to be done to ensure that marginalized populations are not targets of discrimination. The past several decades have been marked by sustained legislative efforts to ameliorate pernicious effects of workplace discrimination (Hansen & Seierstad 2016). The exercise of discretion has been put at the centre of legal measures aimed at the eradication of discriminatory hiring practices in organizations. This approach has become known as Equal Opportunity (EO). Unfortunately, the EO approach is not completely effective in counteracting occupational disadvantages associated with membership of certain social groups. The aim of this paper is to discuss the extent to which the EO approach helps to eradicate workplace discrimination in all its complex forms. It will be argued that legal efforts driven by the EO agenda still fall short of delivering satisfying diversity outcomes. Therefore, it is necessary to consider alternative approaches to promoting occupational egalitarianism such as managing diversity. Discrimination Before discussing the EO approach to occupational diversity management, it is necessary to consider the various manifestations of workplace discrimination. When it comes to employment, discrimination affects both visible and invisible minorities. A growing body of extant research has demonstrated various injustices at organizational and institutional levels that lead to adverse outcomes for members of visible minority groups (Hansen & Seierstad 2016). A study by Okechukwu et al. (2014) shows that workplace discrimination can substantially damage the psychological integrity of exposed individuals. In addition to occupational health disparities, there is ample evidence showing the contribution of discrimination to socioeconomic outcomes experienced by affected individuals (Guryan & Charles 2013). Unfortunately, the empirical focus of most research up to now has been on the investigation of practical manifestations of occupational discrimination with respect to visible minorities without exploring the perspective of invisible minorities. It should be acknowledged that discrimination research concerning invisible minorities belonging to lesbian, gay, bisexual, and transgender (LGBT) communities is fraught wit