Equality, Inclusion and Diversity Policy
An Employer's Equality, Inclusion and Diversity Policy should clearly set out the employer’s approach and methods it uses to avoid discrimination at work and to actively promote equal opportunities.
In an Equality, Inclusion and Diversity Policy, it is good practice to start with an Equal Opportunities statement setting out that the employer is committed to equal opportunities in employment and that employees and job applicants will receive equal treatment regardless of their;
- age
- disability
- gender reassignment
- marital or civil partner status,
- pregnancy or maternity
- race
- colour
- nationality,
- ethnic or national origin
- relation or belief
- sex
- sexual orientation.
It may be useful in such a policy to give definitions of direct discrimination, indirect discrimination, harassment, bullying, victimisation and disability discrimination.
Thought should also be given to a section on part-time and fixed-term workers being treated the same as full time and/or permanent employees unless different treatment is justified.
The policy should end by setting out how any breach of the policy will be dealt with.
If you have any Employment Law issues or questions, please call Victoria or Susan on 0161 785 3500 or fill in the enquiry form and we'll call you back.
