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Appropriate anti-discrimination policies for a business

On Behalf of | Sep 26, 2023 | Employment Law & Litigation

An inclusive workplace is necessary for any organization that aims for success in today’s diverse and inclusive economy. One of the cornerstones of inclusivity is a robust anti-discrimination policy. This is a framework that guides behavior, decision-making and interpersonal relations within an organization.

Crafting an effective anti-discrimination policy isn’t as straightforward as it might seem. It involves thoroughly considering various factors, including legal requirements, employee dynamics and a business’s specific needs.

Define what constitutes discrimination

The first step in creating an effective anti-discrimination policy is clearly defining what discrimination is and isn’t. Discrimination can be targeted in many prohibited ways, including but not limited to race, gender, age, disability, sexual orientation and religious beliefs. Providing concrete examples within a company’s employee handbook can help clarify employees’ understanding of the law. Seeking legal guidance can be helpful from the very beginning of the process, given all that is at stake.

Outline the scope of the policy

It’s essential to explain who the policy applies to. This includes full-time employees, part-time staff, contractors, interns and even volunteers. Specifying the scope will help to ensure that everyone interacting with your organization is covered and aware of their responsibilities.

Describe reporting procedures

Your policy should include a clear and confidential process for reporting instances of discrimination. It should outline who the report should be made to, what steps will be taken once a report is made and what protections are in place for those who report. The more straightforward and transparent the reporting process, the more likely employees will take advantage of this opportunity.

Specify consequences for violations

A policy without teeth is merely a suggestion. Ensure that your anti-discrimination policy outlines the consequences of violations, ranging from written warnings to termination. These consequences must be consistently applied to maintain the integrity of the policy.

Incorporate training and education

To be truly effective, an anti-discrimination policy should be more than just a document. It should be part of the company culture. This can only be achieved through ongoing training and education. New hires should be trained during orientation, and refresher courses should be conducted regularly for all staff.

Include a review mechanism

Laws change. Society evolves. What was considered comprehensive today may not be adequate tomorrow. Include a mechanism for regularly reviewing and, if necessary, updating the policy to better ensure that it remains relevant and effective. Seeking legal guidance to remain abreast of relevant changes can make this process easier.