Equality diversity and inclusion (EDI) policy template
Supporting information
Our Equality, Diversity, and Inclusion Policy Template promotes a diverse and inclusive workplace, fostering a culture of equality and respect.
A policy can help you manage a situation in which someone has been treated unfairly or disrespectfully at your company.
Equality diversity and inclusion (EDI) policy
1 Overview
1.1 [Company name] is committed to fostering a supportive and inclusive culture throughout the entire workforce. It is in our best interests to promote diversity and eliminate workplace discrimination.
2 Scope
2.1 This policy applies to all workers of [company name].
3 General principles
3.1 Our goal is to make sure that all employees and job applicants are treated fairly and that our organisation is representative of all aspects of society. As a result, each employee will be respected and valued, and will be able to give their all.
This policy affirms our commitment to treating everyone equally and fairly in the workplace and to not discriminate on the basis of age, caring responsibilities, disability, family situation, gender expression, gender identity, gender reassignment, marriage and civil partnerships, pregnancy and maternity, race including ethnic origin, colour, nationality and national origin, religion or
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What is this for?
This is a written document that demonstrates your commitment to promoting equality, diversity, and inclusion in the workplace. It outlines your responsibilities in areas such as recruitment, training, and pay. It shows that you value each individual, that you are willing and ready to meet their needs, and that you will stand by them in the face of discrimination.
An EDI policy seeks to eliminate prejudice and discrimination by placing protected characteristics at the centre of disputes.
Workplaces that value equality, diversity, and inclusion have more opportunities for productivity, innovation, and collaboration. Furthermore, greater diversity in an employee pool allows for a broader range of skills, ideas, experiences, and perspectives to be drawn upon. Employee engagement and satisfaction are far higher in such workplaces.
By taking EDI policies seriously, you can ensure that all employees understand and are committed to making the workplace a positive environment from the start. Furthermore, having an EDI policy in place can help to identify areas for improvement in your business, allowing you to build a more inclusive company culture over time.
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Employment law compliance
An EDI policy is not required by law. However, it is strongly advised in order to foster an inclusive workplace that values equality, diversity, and inclusion. Every workplace should have an EDI policy and apply it to all aspects of employment, including recruitment, pay, access to facilities, benefits, disciplinary procedures, and everything in between, all the way up to and beyond the end of their employment.
The policy on equality, diversity, and inclusion will state that the company aims to protect those who may face discrimination or harassment because of one or more of the nine protected characteristics. These people are protected from discrimination under equality legislation, such as the Equality Act (2010).
The 9 Protected Characteristics are:
- Age
- Disability
- Sex
- Sexual orientation
- Race
- Religion or belief
- Gender reassignment
- Marriage or civil partnership
- Pregnancy and maternity
You may also want to extend those safeguards beyond the 9 protected characteristics to include other characteristics that may result in a person becoming under-represented, marginalised or minoritised for example; socio-economic status or caring responsibilities.
Why are EDI Policies Important in the Workplace?
Having an EDI policy is important for a number of reasons, it makes sure everyone knows:
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The ways in which the company supports its employees and ensures that everyone is treated fairly and with respect.
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Attitudes and behaviours that are expected.
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Important facts about discrimination, the law, and what is and is not acceptable.
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Where to go and what to do when reporting or resolving problems, whether your own or not.
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Employee assistance groups/programs for outside assistance.
