Equality, Diversity, and Inclusion Policy by Acas

Equality, Diversity, and Inclusion Policy (Example)

[Insert your organisation’s name] is committed to encouraging equality, diversity and inclusion among our workforce, and eliminating unlawful discrimination.

The aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best.

The organisation - in providing goods and/or services and/or facilities - is also committed against unlawful discrimination of customers or the public.

Our policy’s purpose

This policy’s purpose is to:

Provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time

Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of:

age

disability

gender reassignment

marriage and civil partnership

pregnancy and maternity

race (including colour, nationality, and ethnic or national origin)

religion or belief

sex

sexual orientation

Oppose and avoid all forms of unlawful discrimination. This includes in:

pay and benefits

terms and conditions of employment

dealing with grievances and and discipline

dismissal

redundancy

leave for parents

requests for flexible working

selection for employment, promotion, training or other developmental opportunities

Our commitments

The organisation commits to:

Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense

Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued.

This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.

All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public

Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities.

Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.

Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.

Make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.

Make decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).

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