Developing a Non-Discrimination Policy: 7 Key Steps
Ensuring employees feel valued and shielded from discrimination is a crucial aspect of a healthy workplace environment. To showcase their dedication to inclusivity, employers should embrace a non-discrimination policy that safeguards all employees against harassment and discrimination. However, constructing such a policy requires meticulous deliberation and strategic planning. Here are some initial steps to initiate the process:
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Conduct Research
Begin by examining relevant state and federal laws that prohibit workplace discrimination based on protected characteristics, including race, gender, age, and disability. This research will guide you in determining what to include in your non-discrimination policy.
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Identify Protected Classes
Review state and local laws to identify all protected classes applicable to your workplace, such as sexual orientation, gender identity, and religion. It is essential to incorporate these classes into your non-discrimination policy.
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Draft the Policy
Craft a clear, concise, and specific non-discrimination policy. It should feature a strong statement prohibiting discrimination and harassment, along with a well-defined procedure for reporting incidents of discrimination or harassment.
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Review and Edit
Thoroughly review the policy with key stakeholders, including human resources personnel and legal counsel, to ensure its comprehensiveness, accuracy, and adherence to legal requirements.
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Communicate the Policy
Once the policy is finalized, effectively communicate it to all employees, including new hires, and ensure they comprehend the policy and their responsibilities under it. Consider conducting training sessions to reinforce the significance of non-discrimination in the workplace.
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Regularly Review and Update
Creating the policy is not a one-time event. Regularly review and update the policy to align with evolving laws, best practices, and to address any emerging issues.
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Enforce the Policy
Emphasize the importance of enforcing the non-discrimination policy to all managers and employees, holding them accountable for compliance.
By following these steps, you can establish a non-discrimination policy that cultivates a respectful and inclusive workplace for all employees.
Next Steps
Incorporating inclusive benefits can ensure that the needs of both current and future employees are met. Contact our Burnham Benefits team to explore how we can assist you in creating or updating your employee benefits program to provide a well-rounded package for everyone.
This material has been prepared for informational purposes only. BRP Group, Inc. and its affiliates, do not provide tax, legal or accounting advice. Please consult with your own tax, legal or accounting professionals before engaging in any transaction.