Diversity Policy Advice

For us, inclusive companies have fair policies and procedures in place to support their employees. Diversity & Inclusion policies provide evidence of good practice and should be easily accessible to staff, customers, clients and stakeholders. It communicates a commitment to positive change and inclusion. We recommend that diversity policies should be given to and signed by every employee/ new starter as part of their induction (with appropriate training to back it up if and when possible).

It needs to be considered, authentic and engrained in your cultural DNA.


Policy wording

The organisation is fully committed to the elimination of unlawful and unfair discrimination and values the differences that a diverse workforce brings to the organisation.

The organisation will not discriminate because of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (which includes colour, nationality and ethnic or national origins), religion or belief, sex or sexual orientation. It will not discriminate because of any other irrelevant factor and will build a culture that values meritocracy, openness, fairness and transparency.

All employees are responsible for the promotion and advancement of this policy. Behaviour, actions or words that transgress the policy will not be tolerated and will be dealt with in line with the organisation’s disciplinary policy.

Objectives relating to fair and inclusive practices will be included in all employees’ performance indicators and will form an integral part of performance reviews throughout the year.

The policy is applicable to all employees, secondees, agency staff, clients, communities, suppliers and contractors, whether permanent or temporary. The policy applies to all processes relating to employment and training and to any dealings with customers and clients. Decisions relating to customers and communities will be based on business-related criteria only and any irrelevant information will not form part of the process.

The policy will be reviewed on an ongoing basis to reflect changes in the law, demographics and internal business requirements. Progress relating to the policy will be recorded annually and a full report will be presented to the senior management team to debate progress and review the policy status.


The above policy wording is provided by Pearn Kandola.