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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.
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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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.
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:
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:
The ways in which the company supports its employees and ensures that everyone is treated fairly and with respect.
Attitudes and behaviours that are expected.
Important facts about discrimination, the law, and what is and is not acceptable.
Where to go and what to do when reporting or resolving problems, whether your own or not.
Employee assistance groups/programs for outside assistance.
Yes. This template has been designed for organisations of all sizes, including small businesses, charities and growing employers. It follows UK employment law best practice and can be adapted to suit your organisation.
Our templates are developed with UK employment legislation, Acas guidance and HR best practice in mind and are reviewed and updated as relevant requirements change. However, every employment situation is different, so the template should be adapted to the circumstances and checked against the employee's contract and your organisation's procedures before use.
Yes, we highlight the areas of the document that you need to update with your own details, and where you need to make decisions to suit your situation. This saves you time and ensures that you meet best practice.
Yes. Once purchased, you'll be able to download it instantly. Templates are provided in editable format (such as .doc or .xls) so you can customise them easily, and in PDF format for easy sharing.
If you're looking for broader support, we also offer toolkits and library bundles that include the Equality diversity and inclusion (EDI) policy template, along with other HR templates and policies for fully managing your situation. These may be more cost-effective if you need deeper advice.
AI can produce a document quickly, but effective HR documentation needs to be more than well-written words. It needs to reflect relevant UK employment law, HR best practice, practical considerations and the circumstances in which it will be used. These resources have been professionally developed around that wider HR context, drawing on extensive practical experience, rather than simply generating a generic document from a prompt.
Darryl Horn, Chartered HR Director
Darryl is a Chartered HR professional with over 25 years' experience in senior HR and employee relations roles.
He has extensive practical experience of managing equal opportunities processes and founded hrdocbox to provide businesses with practical, professionally developed HR resources grounded in UK employment law and best practice.
"Darryl provides support and advice with excellent judgement, and has a strong understanding of people, policies and UK employment legislation."
"He is someone I trust; consistent, dependable, and committed to doing things properly."
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