6 Key D&I Policies Every Workplace Needs to Embed

To create an inclusive organisation that can retain and grow future employees and customers, you must have the foundation of robust Diversity and Inclusion policies.

By Jenny Garrett OBE

# D&I Policies every workplace needs

Create an inclusive organisation

To create an inclusive organisation that can retain and grow future employees and customers, you must have the foundation of robust Diversity and Inclusion policies. These policies should extend beyond an internal focus and cover suppliers and other stakeholders also.

Policies created without a diverse group of people in the room will always have blind spots. Consider what you are stating and what you are not stating – For example, if you don’t mention men with dreadlocks in your policy on wearing a uniform when your uniform requires men to wear a baseball cap, are you inadvertently saying that men with dreadlocks don’t belong? If you mention some religious holidays and not others, are you saying those from a particular faith are not welcome?

How do your policies intersect?

For example, a member of staff may be impacted by the policy on trans inclusion, mental health and multigenerational workforce. Do your policies work together?

What policies would you create to achieve company diversity?

Every organisation is unique, which means that you’ll need a different collection of policies. Depending on the size of your organisation, the policies could range from one page to an extensively consulted suite of documents.  The key is to consider the domino effect of any policy that you put in place, whom it will impact and how, and if that aligns with your intended outcome. You should also state within your policies how people can make complaints and how the effectiveness of the policy will be monitored.

As a starting point, here are 6 key D&I Policies every workplace needs to embed in 2023.

1. Diversity, Equity, and Inclusion
   
   Many forward-thinking organisations are also focusing on the idea of ‘equity’ as part of their overall D & I strategy. Equity is understanding and giving those from underrepresented groups what they need to achieve equal outcomes. This is achieved by considering systems that disadvantage and seeking to overcome them such as unpacking decision points that lead to pay inequity. To do so we need to take an individual approach, to lead, share power and focus on outcomes.

2. Multigenerational Workforce
   
   The workforce is ageing—and changing considerably in terms of generational makeup. There are now five, or more, generations in the workplace. Each of these generations from the Traditionalists to Gen Z will have different expectations and aspirations for the world of work, creating a policy to ensure that no one is disadvantaged because of age is essential, you should include well-being, skills and upskilling in this policy to accommodate the fast pace of technological change.

3. Trans-Inclusion Policy
   As well as showing your commitment to the equality of transgender and gender non-conforming people in the workplace, your policy should set out your responsibilities. The policy should always consider transgender people, not just those who are transitioning.
   
   You may also include within this policy your support for gender non-binary staff and how you support gender identity and expression also.

4. Whistleblowing Policy
   
   Many organisations are still grappling with how they can create a psychologically safe space for staff to speak up, a whistleblowing policy is a step in the right direction. Whistle-blowers are protected by law and if an employer dismisses or unfairly treats the employee, the matter can be brought to a tribunal. The policy should state what whistleblowing is and provide examples of situations where whistleblowing would be appropriate.

5. Mental Health, Wellbeing & Menopause Policy & Inclusion Policy
   
   In addition to your usual mental health policy, it is also important to consider specific menopause policies to support women in managing the symptoms of menopause in the workplace. This should address flexible and hybrid working, training for managers, guidance on where to source additional healthcare information and providing feedback.

6. Dignity at Work, Bullying, Harassment & Discrimination Policy
   
   These policies must be crystal clear in setting out the organisation’s values and requirements under the Equality Act 2010. And although a policy can’t cover every aspect of unwanted behaviour, it needs to clarify what sexual harassment is and that it could constitute gross misconduct.
   
   There are many other policies that you could have, including a policy for:
   
   • Disability & Reasonable Adjustments
   • Recruitment & Selection
   • Flexible Working
   • Work-Life
   • Code of Conduct

The right policies alone cannot shift workplace culture. The whole workforce must become part of the cause and their actions make a real difference, the policies should form a safety net, rather than a directive.

# D&I Policies every workplace needs 2023