The answer to the Question 1 ‘Which of the following actions would be in compliance with the Equality Act 2010?’ is ‘ensuring workplace policies don’t discriminate against people with protected characteristics’.
This should have been fairly obvious to you.
Taking a person’s lifestyle into consideration when deciding who to employ is not necessary unless it is particularly pertinent to the role in question. An employee that hires a straight rather than gay person because they feel more comfortable around them is falling foul of the Equality Act 2010. In addition. a recruiter who hires a straight rather than a gay person because they feel more comfortable around them is clearly acting out of their prejudices and would do well to undergo some Unconscious Bias training. More about that in the next section.
The answer to Question 2 ‘there are nine protected characteristics. Which of these is NOT one of them?’ is ‘class‘. That said, many organisations currently working in Equity, Diversity and Inclusion (EDI) are recommending or running initiatives that take a person’s economic background into consideration.