Inclusion & Diversity Policy Template

This document is a template to support you in crafting a custom inclusion and diversity (I&D) policy for your company that is in line with anti-discrimination laws and focused on belonging, access, and merit — three of the four core principles of SHRM’s BEAM Framework.  

Putting such a policy in writing can help you successfully engage your workforce on the topics of inclusion, belonging, and culture. Edit and change this template as you see fit to best match your company’s values and ethos as you build an inclusive and diverse culture that works for all. The template is designed to be adaptable to various organizational sizes and industries. 

[Your Company Name] Inclusion and Diversity Policy

1.  Purpose 

Prompt: Instead of the language below, insert your company’s mission and explain how inclusion and diversity align with it.

Example: This policy outlines [Company Name]’s commitment to creating a workplace where all employees feel valued and respected and have equal access to opportunities. We aim to foster an environment that celebrates diversity and promotes a strong sense of belonging.

We value inclusion to ensure that every employee is given the necessary support and tools to achieve their performance goals and perform at their highest levels. An inclusive culture provides equal access to opportunities and skills development, and it does not give special advantages to one person or group over another.

We strive for a culture where employees are able to not only share individual perspectives and ideas but are also encouraged to do so and are recognized for their contributions. At [Company name], our hiring process is merit-based, and we are steadfast in our efforts to attract talented individuals from diverse backgrounds. 

2. Scope 

Clearly define who this policy affects within your organization.

Example: This policy applies to all employees, contractors, and stakeholders associated with [Company name]. It provides guidelines for behavior and practices that support inclusion at all levels, inside and outside our organization.

3. Policy Statement 

State your company's commitment to inclusion and diversity and what that means for your organization. Outline goals you hope to achieve with this policy, ensuring any programs provide opportunities for all individuals to participate and develop relevant skills, qualifications and experience.

Example: [Company name] is committed to fostering an inclusive culture that embraces diverse perspectives. We strive to eliminate barriers to participation and ensure there is access to opportunities and career growth for all employees. 

Our stance reflects [Company Name’s] long-term commitment to equal employment opportunity for all, inclusion, diversity, belonging, and accessibility. We deeply value all perspectives and actively encourage our teams to include members from a variety of backgrounds.

We strive to create programs and processes that are unbiased and impartial to provide equal opportunities for all based on merit. We aim for a culture where employees feel safe, valued, and respected and can engage in open communication, collaboration, and trust. This creates a workplace that works for all, leading to higher job satisfaction and productivity. 

We strive to cultivate an environment where every team member feels empowered to contribute fully and where diversity in all its forms is not only accepted but actively embraced.

4. Responsibilities

Provide examples of how leadership, managers, and employees will model inclusive behavior, promote an inclusive environment, and participate in an inclusive workplace. Consider creating a separate inclusion code of conduct to reference.

Examples: Leadership at [Company Name] will champion inclusion and diversity (I&D) and challenge teams to embed merit-based, skills-focused metrics for success in all we do.  Leaders will also ensure consistency in approach across teams. Leaders will continuously assess outcomes to determine if our approach is driving business success and recalibrate strategies if it is not. Managers will actively promote and support diversity and inclusion efforts within their teams, including hosting inclusive team discussions and providing opportunities for

Managers: Managers are expected to implement inclusive practices and ensure that employees of all levels have access to pathways for success and career growth opportunities. They are expected to evaluate performance using unbiased criteria such as skills and proficiencies, as well as ensure promotion pipelines are available to all employees who have the requisite qualifications.

Employees: Engage in inclusive behavior, which means treating colleagues with respect, encouraging the representation of different employee perspectives, and contributing positively to the culture.

5. Procedures

Detail steps for eliminating bias in the hiring process.

Hiring Practices

Example: [Company name] will work to recruit candidates from a broad range of backgrounds for open positions, write unbiased job descriptions, and offer equal access to development opportunities. [Company name] will implement blind hiring and utilize technology such as unbiased artificial intelligence to ensure candidates are evaluated based on their merit and skills. It will not give preferential treatment to anyone, in line with federal anti-discrimination law, such as Title VII of the Civil Rights Act of 1964, except in limited instances when preferential treatment is required, such as by the Vietnam Era Veterans’ Readjustment Assistance Act or Section 503 of the Rehabilitation Act.

Feedback

Outline how feedback will be collected and reviewed and encourage employees to give feedback. Address how leaders will measure success based on feedback.

Example: [Company Name] will establish mechanisms for gathering insights on inclusion practices and areas for improvement. We will recalibrate I&D policies and procedures, as well as overall business strategies, as needed to ensure inclusion is driving efficiency and other business goals.

Training

Outline trainings employer will offer, both mandatory and voluntary, and encourage participation across all levels.

Example: [Company Name] will offer training on I&D and unconscious bias for all employees. 

6.  Guardrails

Establish clear boundaries for your inclusivity efforts to ensure they align with your company’s values and mission.

Examples: 

[Company Name] will maintain detailed documentation of its employment practices and compliance efforts related to I&D programs.

[Company Name] will ensure both legal compliance and inclusivity in its policies and practices.

[Company Name] will establish a cross-functional taskforce to oversee compliance of I&D strategies, guide current and future decision-making, and monitor ongoing developments for legal compliance.

7. Review and Evaluation

This policy will be reviewed annually to ensure its effectiveness and relevance. Leadership and HR will make updates as needed to reflect our ongoing commitment to fostering an inclusive work environment and meeting our business objectives.