Move beyond EDI compliance and into inclusion-first decision-making
Systemic inclusion starts with solid policies. Having a full suite of inclusion-first company policies is a strong baseline from which to build a culture of equity and belonging. The business case is clear — and those organisations that are on the front foot with their policy-making stand to gain the most.
Supporting LGBT+
71% of LGBT+ individuals say they are more likely to buy something from a company that supports LGBT equality
Employer Inclusion
61% of US staff report negatively on their employer's progress on inclusion
Experts in EDI
HR support with inclusion baked in, not bolted on
We’re in the unique position of being able to offer our clients fully inclusive HR services. That means our team of seasoned HR specialists are also EDI experts first. By marrying these two disciplines together, our HR support has inclusion principles woven within it right from the word go.
Our diversity policy reviews consider both the inclusiveness of your existing workplace policies as well as those policy areas that need to be developed or strengthened. That way, your policies will be fire-proofed for the challenges you face now, and future-proofed for the ones still to come.
Policy co-creation
Diversity policy reviews – best practices
An EW Group diversity policy review will typically involve the following six steps:
- Reviewing your current HR policies to ensure that diverse groups are fully supported at work
- Leading a roundtable discussion with your HR team to identify which additional policies will support the development of an inclusive culture
- Establishing a staff working group to test and develop the policies and consult/feedback on the policies reviewed in step 1
- Drafting additional policies in collaboration with your HR team
- Testing policy implementation with staff groups (or your diversity networks and ERGs)
- Training your managers and leaders to adopt and apply the co-created policies in a consistent way
What our clients say
Where to start?
Diversity policy reviews – our top 10 policies to consider
We recognise that not all organisations will need the same suite of diversity policies. The more specific the policies are to your unique business context, the higher the chances of success in their implementation. But as a starting point, we’ve put together our top 10 policies that influence how inclusive your workplace culture is today:
- Diversity & Inclusion Policy
- Recruitment & Selection Policy
- Flexible Working Policy
- Work Life Policy (encompassing parental, shared parental, adoption, surrogacy and family-friendly leave, and supporting employees who are transitioning)
- Code of Conduct
- Dignity at Work / Bullying, Harassment & Discrimination Policy
- Disability & Reasonable Adjustments Policy
- Trans-inclusion Policy
- Whistleblowing Policy
- Mental Health, Wellbeing & Menopause Policy
Diversity Policy Review FAQs
What is a workplace diversity policy?
A workplace diversity policy is a statement of a business’ commitment to inclusion of staff and service users from all backgrounds. The policy will typically outline in writing the organisation’s’ support of protected characteristic groups, for example those of ethnic minority backgrounds or different sexual orientations. Additionally, the policy will describe the process for making any complaints of discrimination, and how the company will address these to foster an inclusive culture.
Why are diversity policies important?
Diversity policies are invaluable because they provide the foundation to build a culture of equity. Policies put into writing the processes that may previously have only been communicated by word of mouth, providing staff with knowledge to refer to when they need guidance on correct procedures to follow. This also has the potential to empower staff members to align themselves with company values and approach challenging situations with confidence.
Are diversity policies necessary for smaller businesses?
Diversity policies provide value to businesses of any size. With fewer members of staff, it can be easy for those employees with minority characteristics to feel isolated, so your commitment to making all members of staff feel included and comfortable should be even clearer. When operating as a small business with a close-knit body of staff, it can be easy to slip into informal procedures — but it’s especially important to treat sensitive issues like complaints with clear boundaries. A diversity policy can ensure that correct protocol is followed in challenging scenarios.
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