How to Create a Workplace Diversity Policy for 2024

In this blog, you will learn:

• What workplace diversity is.
• The importance of a workplace diversity policy.
• How to create a workplace diversity policy.
• How to find and apply for the best jobs.

Every year, there are pledges towards improving diversity and inclusion in the workplace. When it comes to creating your organisation’s diversity policy there are a few standard strategies and inclusions.

According to the Resolution Foundation, one in five adults experience workplace discrimination. It is important to take action and work towards having a comprehensive diversity and inclusion policy that documents your agenda and makes all employees feel included. 

Throughout this blog, we explore how to develop and implement effective procedures and inclusion strategies to enhance diversity and promote the wellbeing of employees.

What is workplace diversity?

Workplace diversity means having a workforce composed of employees of different backgrounds, national origins and varying characteristics. A company with workplace diversity is inclusive of and considerate of employees regardless of characteristics such as:

• Age
• Religion
• Gender identity
• Socioeconomic status
• National origin
• Ethnicity
• Sexual orientation
• Race
• Disability
• And more

Why is a workplace diversity policy important?

Diversity, Equity, and Inclusion (DEI) is important for creating and fostering an open, learning environment for employees, especially as workplace discrimination remains. According to a YouGov survey, two-thirds of UK workers say that the acceptance and inclusion of employees from all backgrounds is important to them when searching for jobs.

Creating a workplace diversity policy is a crucial step to foster a supportive and inclusive work environment that aligns with your organisations goals, values and commitment to diversity and inclusion. 

Having a workplace diversity policy and procedures in place to make employees feel included, represented and equal is crucial to bring integrity to your team. It provides opportunities for a wide representation of minority groups and shows that your company has taken action that aims to change attitudes towards diversity, equity and inclusion.

How to create a workplace diversity policy

Important things to include in a workplace diversity policy include:

• Establish a diversity and inclusion committee.
• Define the purpose and objectives of the policy.
• Key principles, roles and responsibilities.
• Recruitment and hiring.
• Training and education.
• Workplace culture and inclusion.
• Reporting and accountability.
• Approval, regular reviews and updates.
• Review and incorporate relevant legal requirements.

Establish a diversity and inclusion committee

Allow voices to be heard by electing a committee that enforces diversity and inclusion. Form a committee made up of a diverse group of employees and leaders who will collaborate on developing the policy. Ensure that this committee represents various perspectives and backgrounds and share the same goal and values.

Define the purpose and objectives of the policy

It is important to clearly state the purpose of the policy and explain why diversity and inclusion are essential for your organisation. Begin the policy with a statement emphasising your organisation's dedication to diversity and inclusion.

Define the scope of the policy specifying which aspects of the organisation it covers (training, workplace culture, promotions etc), who it applies to and what you aim to achieve for your organisation. 

Communicate the policy to all employees and highlight the importance of creating a welcoming and equitable workplace.

Key principles, roles and responsibilities

Specify the key principles that support your diversity and inclusion efforts. These may include fairness, respect, equal opportunity and non-discrimination.

Outline the roles and responsibilities of each member of the committee and specify who is accountable for implementing and monitoring the policy. Ensure that everyone is aware of the roles of each person in the committee and the key principles of the workplace diversity policy.

Recruitment and hiring

Describe the organisation's commitment to diverse recruitment hiring practices to attract a diverse candidate pool. Set overall goals for representation in your recruitment strategy and state your interest in hiring diverse candidates in job descriptions and ensuring fair and equitable selection.

Address strategies to widen your search for diverse talent such as your intention to use inclusive language in job descriptions and having a diverse interview panel to mitigate bias in the hiring process.

Training and education

Highlight the importance of diversity and inclusion training for employees at every level and your organisation’s commitment to providing educational resources. Develop training programs and resources to help employees understand and implement the workplace diversity policy effectively.

Provide training to ensure understanding and compliance to reiterate the company’s values and foster cultural competence at your organisation.

Workplace culture and inclusion

Demonstrate a workplace culture that is inclusive, welcoming and diverse. Ensure you encourage communication, collaboration and a sense of belonging among employees and that you are committed to creating an inclusive workplace culture.

Culture is crucial to the workplace and means something different for every organisation but should foster inclusivity and can lead to increased productivity, lower turnover rates, and higher employee satisfaction.

Reporting and accountability

Put in place measures for reporting incidents of discrimination or harassment and outline the steps for addressing them. Point out policies or standards to prevent or address discrimination and clarify how accountability will be ensured and the measures taken to deal with the situation properly and effectively.

Approval, regular reviews and updates

Once you have drafted the workplace diversity policy, seek approval before formally adopting it to ensure all employees feel represented, recognised and considered. Measure progress in achieving diversity and inclusion goals and specify how progress will be assessed and reported.

Regularly review and update the policy to adapt to changing needs and implement the best practices in diversity and inclusion. Encourage feedback and input from employees, particularly those from underrepresented groups and take on board people’s feelings and experiences to ensure the policy is effective.

Review and incorporate relevant legal requirements

According to the Equality Act 2010, employers in the public sector have a legal equality duty to consider discrimination and make decisions about how to implement policies. As part of the duty they must:

• Eliminate discrimination, harassment and victimisation.
• Address the needs of people who are disadvantaged or suffer inequality.
• Advance equality of opportunity.
• Encourage good relations in the workplace.

You should review and incorporate relevant legal requirements, such as anti-discrimination laws, into your policy. You must also ensure that your policy aligns with ethical standards and values and any up to date legal or ethical requirements.

Reporting on the gender pay gap

Since 2017, employers in the UK with more than 250 employees must report on their gender pay gap and many also take the decision to publish details about the measures they are taking to reduce the gap. There are also plans to extend the requirement to include reporting the ethnicity pay gap. 

These reports allow organisations to come up with strategies and a workplace diversity policy that encourage diversity and inclusivity and take positive action. Discover more about the secrets of the gender pay gap and policies to address gender inequality in our recent blog.

Find your next career opportunity

If you’re searching for a new role or to boost your current position, why not visit our job page and take a look at the latest opportunities? Alternatively, upload your CV and one of our experienced consultants will contact you when a relevant opportunity becomes available. 

Discover top talent

Searching for diverse professionals to join your team? Why not discover all the recruitment services available? Alternatively, why not reach out to one of our specialist consultants who will be happy to discuss tailored solutions for your business or organisation. 

Who is Spencer Clarke Group?

Based in the heart of Lancashire, we are passionate about revolutionising the recruitment industry and shaping a more fulfilling future for all.

Recruitment to us means more than matching candidates to their dream job. We understand the importance of finding candidates for a role that prioritises their mental health, work life balance and standard of living with the ability to also boost their salary!

We are committed to effecting positivity, change and influence that resonates across every interaction. Whether its individuals seeking a career leap or organisations looking to expand, no matter what stage they are at in their career, we’re here to provide invaluable support and advice.

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