Inclusion Code of Conduct Template

Establishing a culture of civility and respect is fundamental to building a productive, engaged, and inclusive workplace. This code of conduct template is designed to help HR professionals foster an environment where every employee feels valued and empowered, regardless of background or perspective. The template emphasizes actionable steps such as ongoing education, safe avenues for feedback, and flexible work arrangements, all aimed at promoting fairness and equal opportunity.

Template: Inclusion and Diversity Policy

Importantly, in light of the National Labor Relations Board decision in Stericycle, it is crucial for employers to collaborate with legal counsel before adopting any conduct-related policies. This ensures that policies are narrowly tailored to the organization’s legitimate business interests while fully respecting employee rights under the National Labor Relations Act. By implementing these standards thoughtfully, HR leaders can both advance organizational goals and uphold the highest standards of workplace inclusion and compliance.

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Customize this template in areas marked in italics and in any other area to adhere to your organization’s policies and procedures. Collaborate with legal counsel before adopting any conduct-related policies to ensure compliance with the National Labor Relations Board.

[Company name] is dedicated to creating an inclusive work environment for everyone. We embrace and celebrate the unique experiences, perspectives and cultural backgrounds that each employee brings to our workplace. [Company name] strives to foster an environment where our employees feel respected, valued and empowered, and our team members are at the forefront in helping us promote and sustain an inclusive workplace.

[Company name] is committed to taking the following actions in support of an inclusive workplace:

• Provide ongoing education and training to all employees on civility, fairness, and equal opportunity topics.
• Provide all employees with a safe avenue to voice concerns regarding inclusion and diversity in our workplace.
• Support flexible work arrangements that accommodate the different needs of all employees.
• Conduct periodic employee surveys and focus groups to identify the areas where our company supports inclusive practices, as well as where there is room for growth.

Code of Conduct

All [Company name] employees are also expected to support an inclusive workplace by adhering to the following conduct standards:

• Treat others with dignity and respect at all times, while not limiting the ability of employees to organize and engage in protected concerted activity regarding the terms and conditions of employment.
• Address and report inappropriate behavior and comments that are discriminatory, harassing, abusive, offensive or unwelcome.
• Foster teamwork and employee participation, encouraging the representation of different  employee perspectives.
• Seek out insights from employees with different experiences, perspectives and backgrounds.
• Avoid slang or idioms that might not translate across cultures.
• Support flexible work arrangements for co-workers with different needs, abilities and/or obligations.
• Confront the decisions or behaviors of others that are based on conscious or unconscious biases.
• Be open-minded and listen when given constructive feedback regarding others' perception of your conduct.

[Company name] will not tolerate unlawful discrimination, harassment or any behavior or language that is abusive.

Violations

Employees are expected to report incidents that violate this code of conduct by contacting a manager or human resources or by [using the anonymous ethics hotline or other anonymous reporting system].

Employees who violate [Company name]'s code of conduct expectations will face disciplinary action. Possible consequences include additional training, verbal and written warnings, suspension and termination of employment.

Nothing in this policy is intended to, nor should be construed to limit or interfere with employee rights as set forth under all applicable provisions of the National Labor Relations Act, including Section 7 and 8(a)(1) rights to organize and engage in protected, concerted activities regarding the terms and conditions of employment.