Diversity policy template4 min read
Our Diversity Policy Template promotes a diverse and inclusive workplace, encouraging a culture of respect and understanding among employees.
A diversity policy details how you will aim to avoid discrimination, and how you will create a safe and inclusive atmosphere for workers.
What is a Diversity policy?
The purpose of a diversity policy is to promote and support diversity and inclusion in the workplace. A diversity policy outlines an organisation's commitment to creating a workplace that is welcoming and inclusive of people from all backgrounds, regardless of their age, gender, race, religion, sexual orientation, disability, or any other characteristic protected by law.
The aim of a diversity policy is to:
Promote a culture of inclusion: A diversity policy sets the tone for the organisation's culture and values, and sends a message to employees that diversity and inclusion are important and valued.
Encourage fair treatment: A diversity policy provides a framework for ensuring that all employees are treated fairly and equally, regardless of their background or characteristics.
Attract and retain talent: A diverse and inclusive workplace can help attract and retain a diverse pool of talent, and can help create a positive reputation for the organisation.
Boost employee morale and engagement: When employees feel valued and included, they are more likely to be engaged and motivated at work, which can lead to increased productivity and job satisfaction.
Meet legal requirements: Many countries have laws and regulations in place that require employers to promote diversity and prevent discrimination, and a diversity policy can help organisations meet these legal requirements.
Overall, a diversity policy helps to create a workplace that is welcoming, respectful, and inclusive of all employees, and can lead to a more positive and productive work environment for everyone.
What legal and best practice aspects should employers be aware of?
Here are some UK employment legislations directly relating to the implementation of a diversity policy:
Equality Act 2010: This legislation requires employers to eliminate discrimination, harassment, and victimisation, and to promote diversity and inclusion in recruitment, training, promotion, and other aspects of employment.
The Public Sector Equality Duty (PSED): This duty requires public sector organisations, including some employers, to eliminate discrimination, advance equality of opportunity, and foster good relations between different groups, including those with protected characteristics.
The Gender Pay Gap Regulations 2017: These regulations require certain employers to report on their gender pay gap and take action to address any disparities, which can promote diversity and equal pay.
The Modern Slavery Act 2015: This legislation requires employers to take steps to identify and prevent modern slavery and human trafficking in their supply chains, which can promote diversity and ethical practices.
The Disability Discrimination Act 1995: This legislation requires employers to make reasonable adjustments to support employees with disabilities and to prevent discrimination against them, which can promote diversity and inclusion.
The Race Relations Act 1976: This legislation makes it unlawful to discriminate against employees on the grounds of race or ethnic origin, and requires employers to promote diversity and good relations between different racial groups.
The Equality Act 2010 (Gender Reassignment) Regulations 2021: These regulations require employers to take steps to support transgender employees and to prevent discrimination against them, which can promote diversity and inclusion.
The Age Discrimination Regulations 2006: These regulations prohibit discrimination on the grounds of age in employment, training, and other areas, and require employers to promote age diversity and equality.
It is important for employers to understand and comply with these and other relevant employment legislations when implementing a diversity policy to ensure that their policies and practices are in line with the law and promote diversity, inclusion, and equality in the workplace.
[Company] is committed to valuing diversity and seeks to provide all staff with the opportunity for employment, career and personal development on the basis of ability, qualifications and suitability for the work as well as their potential to be developed into the job.
This policy is applicable to all workers of [company name].
We believe that people from different backgrounds can bring fresh ideas, thinking and approaches which make the way work is undertaken more effective and efficient.
The Company will not tolerate direct or indirect discrimination against any person on grounds of race, religion, age, sex, marital status, disability, sexual orientation and the like whether in the field of recruitment, terms and conditions of employment, career progression, training, transfer or dismissal.
It is also the responsibility of all staff in their daily actions, decisions and behaviour to endeavour to promote these concepts, to comply with all relevant legislation and to ensure that they do not discriminate against colleagues, customers, suppliers or any other person associated with the Company.
In adopting these principles [Company]:
- Will not tolerate acts that breach this policy and all such breaches or alleged breaches will be taken seriously, be fully investigated and may be subject to disciplinary action where appropriate.
- Fully recognises its legal obligations under all relevant legislation and codes of practice.
- Will allow staff to pursue any matter through the internal procedures which they believe has exposed them to inequitable treatment within the scope of this policy. If you need to access these procedures they can be obtained from your line manager e.g. Grievance Procedure, Dignity at Work Procedure etc.
- Will ensure that all managers understand and maintain their responsibilities and those of their team under this policy.
- Will offer opportunities for flexible working patterns, wherever operationally feasible, to help employees to combine a career with their domestic responsibilities.
- Will provide equal opportunity to all who apply for vacancies through open competition.
- Will select candidates only on the basis of their ability to carry out the job, using a clear and open process.
- Will provide all employees with the training and development that they need to carry out their job effectively.
- Will provide all reasonable assistance to employees who are or who become disabled, making reasonable adjustments wherever possible to provide continued employment. We will ensure an appropriate risk assessment is carried out and that appropriate specialist advice is obtained when necessary.
- Will distribute and publicise this policy statement throughout the Company.
Issue date: [date]
Author: [name, job title]
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