This diversity equity and inclusion policy template has 5 pages and is a MS Word file type listed under our business plan kit documents.
Sample of our diversity equity and inclusion policy template:
DIVERSITY, EQUITY, AND INCLUSION (DEI) POLICY OBJECTIVE [COMPANY NAME] is committed to creating and maintaining a diverse, equitable, and inclusive workplace for all our employees, contractors, and business partners. We believe that a diverse and inclusive environment is critical to our success as a Company and is essential to creating a culture of innovation, collaboration, and respect. We are committed to fostering a culture that is inclusive of different backgrounds, perspectives, experiences, and ideas, and that is free from discrimination, harassment, and bias. We will not tolerate any form of discrimination or harassment based on race, ethnicity, national origin, religion, age, sex, sexual orientation, gender identity, gender expression, veteran status, disability, or any other characteristic protected by law. We are dedicated to promoting diversity, equity, and inclusion in all aspects of our business, including but not limited to: Recruitment, hiring, and promotion Professional development and training Employee engagement and retention Development of products and services Community outreach and partnerships SCOPE We acknowledge our inherent distinctions as individuals and the realization that each person is unique. Skills, experience, thought, gender, age, disability, ethnicity, cultural or socioeconomic background, religion, sexual orientation, political or ideological beliefs, as well as other aspects like lifestyle and family duties, can all be seen as sources of these inequalities. [COMPANY NAME]'s diversity initiatives are applicable, but not limited, to our practices and policies on recruitment and selection; compensation and benefits; professional development and training; promotions; transfers; social and recreational programs; layoffs; terminations; and the ongoing development of a work environment built on the premise of gender and diversity equity that encourages and enforces: Respectful communication and cooperation between all employees. Teamwork and employee participation, permitting the representation of all groups and employee perspectives. Work/life balance through flexible work schedules to accommodate employees' varying needs. Employer and employee contributions to the communities we serve to promote a greater understanding and respect for diversity. All employees of [COMPANY NAME] have a responsibility to always treat others with dignity and respect. All employees are expected to exhibit conduct that reflects inclusion during work, at work functions on or off the work site, and at all other Company-sponsored and participative events. All employees are also required to attend and complete annual diversity awareness training to enhance their knowledge to fulfill this responsibility. Any employee found to have exhibited any inappropriate conduct or behavior towards others may be subject to disciplinary action. Employees who believe they have been subjected to any kind of discrimination that conflicts with the Company's diversity policy and initiatives should seek assistance from a supervisor or an HR representative. EMPLOYEE RESPONSIBILITIES At [COMPANY NAME], DEI is everyone's duty. Every day, deliberate action is necessary. Each worker is accountable for: Honoring the diversity and worth of every individual. Fostering an inclusive environment free from harassment, bullying, and prejudice. Raising people's awareness of potential unconscious bias and how it could limit our capacity for inclusivity and cooperation. Concentrating on conscious inclusion to take more deliberate action to promote belonging, equity, and diversity. Making a commitment to a personal goal as part of creating annual goals and objectives to support the Company in fulfilling our DEI obligations. PEOPLE LEADER RESPONSIBILITIES Additionally, as part of their job performance, people leaders are responsible for particular DEI duties and for accomplishing DEI results. These obligations include, but are not restricted to: Ensuring that decisions pertaining to employment are made without discrimination. Establishing personal DEI objectives to promote inclusiveness and a varied representation on their teams. Practicing intentional inclusiveness and other actions that advance equity. Reducing the possibility of unconscious prejudice in hiring procedures and talent practices (including performance and development, compensation, hiring). Using a wide range of the region's talent to build diversified slates, attract talent, and, ultimately, build a staff that reflects the communities we serve. Making reasonable accommodations for people with disabilities who meet certain criteria and for people who have needs specific to their religious observance or practices in appreciation of individual religious expression
