You likely know about equal opportunities and how important it is for companies to protect and support the rights of all individuals to have a working life free of harassment and discrimination. Here, we look at what an equal opportunities policy actually does, why it is important, and what to think about when you create or review yours.
What is an Equal Opportunities Policy?
An equal opportunities policy is a formal document that provides a framework for ensuring that a company treats all its employees fairly. These policies protect employees who may experience unlawful discrimination or harassment due to specific characteristics and are essential to creating a tolerant and inclusive world.
Under the Equality Act 2010, people are legally protected from discrimination in the workplace and broader society. An equal opportunities policy is not a legal requirement under this legislation, but having a policy is recommended so that companies can:
- be clear on their commitment to equality and what that commitment looks like in their workplace
- have procedures to deal effectively with issues related to discrimination or harassment
The following characteristics are protected by the Equality Act 2010:
- age
- disability
- gender reassignment
- marriage or civil partnership
- pregnancy and maternity
- race
- religion or belief
- sex
- sexual orientation
Why is it Important to Have an Equal Opportunities Policy?
For several reasons, it is essential to have an equal opportunities policy.
1. Addresses Workplace Bullying
Having an equal opportunities policy sends a clear message that discriminatory behaviour and harassment in the workplace will not be tolerated. Including specific disciplinary procedures also makes it much easier to deal with bullying effectively, reinforcing that it will not be tolerated.
2. Improves the Workplace Culture
A workplace culture that actively promotes equal opportunities and works against discrimination and bullying values all its employees. A company establishes a workplace culture where everyone can thrive and do their best by being inclusive, supportive and aware of individual employees’ needs. Naturally, this benefits other employees as well as those protected under the Equality Act.
3. Reduces Conflicts in the Workplace
Conflicts between team members can be detrimental to a business. An equal opportunities policy can help with conflict management by clarifying acceptable behaviour and reducing the number of disputes. It can also encourage quicker resolution of those that arise by providing a formal process.
4. Retains Employees and Attracts Talent
Companies with a clear commitment to equal opportunities can more efficiently attract prospective and retain talented employees. Individual employees can feel valued, protected from unfair treatment, and empowered to do their work, which is a positive reason to join or stay with a company. An equal opportunities policy also clarifies to job applicants that the company recognises the vital contribution that diversity makes to the company’s goals, which is another way to attract key talent from minority groups.
5. Provides Some Legal Protection
With an equal opportunities policy in place, you demonstrate your commitment to the Equalities Act 2010, which may be relevant if you do face legal action from employees due to claims of discrimination or harassment. Official documentation cannot protect you entirely but can be part of the defence if necessary.
What Should You Include in an Equal Opportunities Policy?
Before creating your equal opportunities policy, read our company policies and procedures guide.
An equal opportunities policy needs to include:
- The policy’s purpose and relevance to the Equality Act 2010, including each protected characteristic
- The company’s commitment to equal opportunities and what this means in practice (ie, that all employment practices will be conducted on non-discriminatory principles)
- Clarity on how violations of the policy will be dealt with, including who to report issues to, how they will be investigated and so on
- Links to disciplinary and grievance procedures
Template versions of equal opportunity policies are easy to find online; for example, ACAS has a version.
When creating your equal opportunity policy, it can also be helpful to consider the following:
- Would you benefit from expert help creating the policy? Working with an organisation or consultant with specific knowledge can be an excellent investment in ensuring you cover everything you need with your policy.
- Is the policy easy for all employees to access? Consider where the policy will be posted and ensure everyone can find it and read it if they need to.
- What will you commit to in terms of regularly reviewing the policy, and how will you ensure this happens? Creating a policy is an excellent first step, but companies need to keep on top of any changes that need to be made to ensure the policy continues to adequately protect equal opportunities.
- How does this policy work with your company’s approach to diversity and inclusion? One way of thinking about this is that an equal opportunity policy exists to protect people, whereas actively focussing on diversity and inclusion works positively to ensure everyone is valued and supported. You may want to create one overall policy covering all areas, or you may keep them separate but ensure the links and connections are tight. In which case, what procedures do you have to do this?
