Believe it or not, as equality policy is as simple as it sound. It is a written document that shows a company's dedication to overcoming discrimination in all areas of the workplace. It is important for your company to have an equality and diversity policy for many reasons. Firstly, it demonstrates to people seeking employment within a company that they won't be treated any differently to anyone else on the grounds of protected characteristics which they may possess. Additionally, other companies looking to trade with you or prospective clients may wish to know your views on equality and diversity before associating themselves with you.
When making a determination as to whether your company needs such a policy, the rules are simple. Anyone running a business should have one for the aforementioned reasons. No matter how small a company, an equality and diversity policy may be requested by clients or others businesses in association with yours. Showing that your company will take no part in discrimination can go a long way.
Once an equality policy is written, the next step is familiarising the company staff with the policy and making sure it is upheld. You can create awareness of your policy in a number of ways. You may want to utilise a company website if you have one. You could include the policy in the employment contract and make sure every employee has a signed copy of the policy on his or her record. If you have a company handbook, then put it in there. All of these are great ways to get the word out that this policy is in effect and that it is mandatory for all employees to adhere to it.
Scheduled consultations with employees is the number one way to make sure that the equality policy is being adhered to. Speaking with employees in small groups will help you understand the things that are happening and any possible issues your employees may have with the policy. This will allow issues to come to light and be addressed. The staff should be made aware that they will be listened to anytime they wish to discuss equality and diversity issues. Anonymous tip offs can also be looked into. Indications of any issues present should be looked into thoroughly by company officials.
Such a policy should be reviewed twice a year to make sure it is still meeting the needs of the staff. As a company grows and acquires more staff the policy made need to be adapted to accommodate changes. No matter the size of the company, it is important to have an equality policy in place to provide guidance and information to both employees and clients.
When making a determination as to whether your company needs such a policy, the rules are simple. Anyone running a business should have one for the aforementioned reasons. No matter how small a company, an equality and diversity policy may be requested by clients or others businesses in association with yours. Showing that your company will take no part in discrimination can go a long way.
Once an equality policy is written, the next step is familiarising the company staff with the policy and making sure it is upheld. You can create awareness of your policy in a number of ways. You may want to utilise a company website if you have one. You could include the policy in the employment contract and make sure every employee has a signed copy of the policy on his or her record. If you have a company handbook, then put it in there. All of these are great ways to get the word out that this policy is in effect and that it is mandatory for all employees to adhere to it.
Scheduled consultations with employees is the number one way to make sure that the equality policy is being adhered to. Speaking with employees in small groups will help you understand the things that are happening and any possible issues your employees may have with the policy. This will allow issues to come to light and be addressed. The staff should be made aware that they will be listened to anytime they wish to discuss equality and diversity issues. Anonymous tip offs can also be looked into. Indications of any issues present should be looked into thoroughly by company officials.
Such a policy should be reviewed twice a year to make sure it is still meeting the needs of the staff. As a company grows and acquires more staff the policy made need to be adapted to accommodate changes. No matter the size of the company, it is important to have an equality policy in place to provide guidance and information to both employees and clients.
About the Author:
Looking to put into operation an equality and diversity policy? 360 diversity is a tool which assists UK firms in efficiently managing diversity in the workplace. For further info check out www.360diversity.com.
