Trade unions welcomed the action that close gap between the sexes. However, executives said the new rules to an increase in the number which would result in companies being sued by potential employees.
Miss Featherstone said recruitment and promotion decisions, especially in large enterprises on a "nudge nudge, wink wink basis", were made before women had the chance, apply.
"It is really down to firmly rooted culture and mentality that work be institutionalized in some places have", she said. "British women experience, lack of ambition and there is no lack of skills." "The problem is caused by a creeping, unconscious bias."
Miss was Featherstone talking how coalition of equality strategy, published a landmark plan to counter discrimination in the workplace, schools, health care and public life.
The Government has a "right" set, half of all new appointments to public boards will be women by 2015. Other important reforms in line with the strategy include:
• A crackdown on "irresponsible" advertising, sexualised pictures and clothing forces children to quickly grow up to be. Business announcements, promoting the padded Bras "Lolita beds" and other inappropriate products for children will face action. The Department of education is to announce a review in "the sexualization and commercialisation of childhood".
• Guidelines to help businesses, jobs "gay friendly" make. This is based on upcoming research shows, why companies find it difficult to create a culture where are homosexuals made feel welcome and appreciated.
• Register wider efforts to promote equal rights for homosexuals, including plans to same-sex couples helping your civil partnership in churches. Ministers are also world champions the rights of same-sex couples abroad and work to combat antagonism against homosexuals in sports and school playgrounds. Efforts to become more homosexuals for Parliament to recruit.
Companies Act force equality strategy called for a cultural change, rather than much promising widespread legislation.
From April next year may be employers to use "positive measures" as part of your recruitment process.
Formal guidance on how the system should work are published in the new year.
Under the reforms are employers "voluntary positive actions in recruitment and promotion processes when confronted with two or more candidates the same merit to address under-representation in the workforce" can take.
Minister said that in practice would this mean that a primary school could hire a man equal services to a woman with no male teachers.
It also means that a manager able to rent a white man, a woman on a man or a homosexual man over a heterosexual man, a black man over will be, if you have the same skills and qualifications. Officials said the changes do not mean that employers could take on
"Quotas" or just give someone a job because you women, disabled or from an ethnic minority, regardless of their suitability for the post.
Such measures would be to "positive discrimination" which remains illegal.
Miss Featherstone said the reforms were absolutely "no to political correctness" but to "choose of their staff make diverse" give employers.
Their strategy proposed that "the new social norm" should make it more acceptable to discuss pay and share what people earn.
Companies with more than 150 employees are encouraged, volunteer to disclose whether you as much as men women numbers.
Miss Featherstone said business leaders in London's Docklands, she hoped that the voluntary approach would work. If too few companies signed Minister would however consider tougher action "including a mandatory approach" was required.
Business groups criticized Miss Featherstone's analysis. Miles Templeman, Institute of Directors Director General, said: "while there may be some instances of illegal discrimination still take place, we believe this is very unusual." David Green, Director who think tank CIVITAS said imposed the new law "Illiberal requirements on employer". He said: "The Government is now to employer discrimination based" group identity "require not personal qualities."
Abigail Morris, the British Chambers of Commerce employment consultant, said: "positive measures to reinforce will allow not much difference, except lead to pursue more Tribunal claims."
Caroline Carter, the head who practice law firm Ashurst, said employment were the positive action plans "problematic". She said: hands "employers should way with you, except as and to further instructions to be issued."
Yvette Cooper, the shadow women and equality Minister, pointed the strategy as "less than warm words".
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