How to write diversity policies

Overview

In 2006, research by the Department for Trade and Industry (DTI) found that employers who introduced family friendly working policies reported benefits including increased morale, commitment and retention of staff.  

However, simply having a policy does not automatically mean that employees are doing the right things at work, nor is it enough to keep organisations out of employment tribunals. Employers have to make policies live in reality by ensuring that they are being followed in practice. In order to be effective, policies should be bespoke to the organisation so that it accurately reflects the culture and uses appropriate language. In this section, you will find a guide to writing policies that work for your organisation.

What do I need to know?

Policies are written descriptions of rights and responsibilities that employees are asked to sign up to. Not all policies are relevant to all organisations - the size, complexity and culture of the organisation will dictate the appropriate format of policies. The policies can be communicated as separate employment manuals, via an intranet site or by simply placing key policies on notice boards.

No matter how well the policy is written and communicated, it is the implementation, particularly by line managers, that is crucial to policies being really effective. Employees need to be aware of the policy, know how to access the policy and it is important for organisations to be able to demonstrate that the policy is consistently followed. Employment Tribunals frequently find against those employers who have failed to follow their own policies.    

Policies are also important when tendering for work, as increasingly organisations are checking how the bidder is promoting equality in employment and service delivery. Well-designed policies are important first steps in demonstrating commitment internally and externally to addressing unprofessional behaviour at work such as harassment, bullying or discrimination.