Diversity management and workplace equality programs have been discussed over the past few decades for a variety of different countries. However very little has been discussed in comparative terms, or in terms of understanding their development and implementation more systematically, with respect to established bases such as national culture. This exploratory paper looks at four nations' workplace anti-discrimination policies (including their historical development, their objectives and their intended outcomes) and assesses them on Hofstede's national culture scores on the dimensions of individualism-collectivism, masculinity, power distance and uncertainty avoidance. Overall we find that the scores can be linked to each nation's legislation, which perhaps can explain how these policies are similar to one another on an established scale, while being different in their aims and objectives as relevant to each country's values and beliefs, as well as their own unique workplace discrimination problems. We discuss our contributions, potential limitations, and provide avenues for future research in the area.