Discrimination and anti-diverse policies are extensively denounced and reported. What is less analysed, however, is how discrimination, inequality and anti-diverse actions are materialised in concrete organisational everyday practices. The focus of this paper is to examine if and how a different stance to equality, diversity and inclusion (EDI) can be taken during a particular critical organizational event, hiring. Hiring is an organizational stance when prejudices, stereotyping and assumptions play a significant role when defining the “us” and “them”; the “similar” and the “different”.  Hence, when discriminatory decisions materialise in the form of a concrete decision: to incorporate someone into the organisation or not.The focus of the paper is to consider how, during the complex micro organizational event of hiring, recruiters and candidates construct otherness through discriminatory practices, using in particular a visual and oral interaction.Dressing, facial and body languages, colours (in particular, of the skin), sounds, odours and, crucially, accents, became elements that both recruiters and candidates use to construct themselves and the other.The paper discussed the ethnographic experiences of how otherness is constructed during the hiring exercises in financial organisations in London.