{"id":12303,"date":"2024-04-19T17:14:32","date_gmt":"2024-04-19T21:14:32","guid":{"rendered":"https:\/\/thediversitymovement.com\/?p=12303"},"modified":"2024-04-22T10:26:25","modified_gmt":"2024-04-22T14:26:25","slug":"beyond-compliance-10-key-pieces-of-an-anti-discrimination-policy","status":"publish","type":"post","link":"https:\/\/thediversitymovement.com\/beyond-compliance-10-key-pieces-of-an-anti-discrimination-policy\/","title":{"rendered":"Beyond Compliance: 10 Key Pieces of an Anti-Discrimination Policy"},"content":{"rendered":"<p><button id=\"listenButton1\" class=\"responsivevoice-button\" type=\"button\" value=\"Play\" title=\"ResponsiveVoice Tap to Start\/Stop Speech\"><span>&#128266; Listen to this article<\/span><\/button>\n        <script>\n            listenButton1.onclick = function(){\n                if(responsiveVoice.isPlaying()){\n                    responsiveVoice.cancel();\n                }else{\n                    responsiveVoice.speak(\"People want to work for companies where they feel included and treated equitably. They want to bring their authentic selves to work without fear of discrimination. Although companies of all sizes are required to adhere to some level of federal anti-discrimination laws, employees expect the organization they work for to go beyond legal compliance. That\u2019s why it\u2019s crucial for organizations to write \u2014 and enact \u2014 anti-discrimination policies that go beyond federal requirements. Below are 10 pieces of a strong anti-discrimination policy. Key Components Company mission statement. Anti-discrimination should be tied into the organization\u2019s overarching mission, vision, and values, whether directly or indirectly. Be sure to begin your anti-discrimination policy with your mission statement to set the stage of your organization\u2019s culture. Declaration of DEI as part of the company\u2019s values. Make the tie between diversity, equity, and inclusion and your company\u2019s values. How does DEI help your company achieve its mission? Definition of diversity. Be sure to define diversity beyond race and gender identity, including many dimensions of diversity (i.e. sexual orientation, gender identity, veteran status, age, generation, ethnicity, national origin, disability, family structure). By defining diversity in this way, you make it clear that discrimination will not be tolerated against any group of people.\u00a0 List of measures taken to ensure equal opportunity. How is the company ensuring anti-discrimination? Are you conducting annual pay equity audits or measuring retention rates against demographics such as race, gender identity, and age?\u00a0 Point of contact to report discrimination. There should be multiple, clear avenues for employees to report discrimination that they experience or witness.\u00a0 Additional Items to Include Zero tolerance language. To make it abundantly clear that your workplace will not tolerate discrimination of any kind, make sure to include the phrase \u201czero tolerance\u201d in your statement.\u00a0 Specific language around sexual harassment. Despite decades of sexual harassment prevention training, it still persists as a workplace issue. It\u2019s important to define what constitutes sexual harassment and include guidelines on consensual workplace relationships. A statement on retaliation. It\u2019s critical to make it clear that reports of discrimination will never be met with retaliation. A statement on confidentiality. Make sure that employees know that the details of reports of discrimination will remain confidential, and that as the accuser, they have the right to remain anonymous. More than one avenue for reporting harassment. Having more than one point of contact for discrimination complaints is critical. For instance, if the only contact is the vice president of HR, but someone believes this person to be discriminatory, there should be another person to contact.\u00a0 Going beyond federal requirements proves your company prioritizes employee well-being. Having a detailed and thought-out anti-discrimination policy shows employees that your company is committed to fostering an inclusive and safe place for all people to do their best work. Your company can amplify its anti-discrimination training by integrating DEI education that is engaging and tied to business outcomes. Discover how in our white paper, \u201cBetter Training for Better Business.\u201d\", \"US English Male\");\n                }\n            };\n        <\/script>\n    <\/br><br \/>\n<span style=\"font-weight: 400;\">People want to work for companies where they feel included and treated equitably. They want to bring their authentic selves to work without fear of discrimination. Although companies of all sizes are required to adhere to some level of <\/span><a href=\"https:\/\/www.eeoc.gov\/employers\/small-business\/small-business-requirements#:~:text=If%20you%20have%2020%20or,(including%20family%20medical%20history).\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">federal anti-discrimination laws<\/span><\/a><span style=\"font-weight: 400;\">, employees expect the organization they work for to go beyond legal compliance. That\u2019s why it\u2019s crucial for organizations to write \u2014 and enact \u2014 anti-discrimination policies that go beyond federal requirements. Below are 10 pieces of a strong anti-discrimination policy.<\/span><\/p>\n<h2>Key Components<\/h2>\n<ol>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Company mission statement.<\/b><span style=\"font-weight: 400;\"> Anti-discrimination should be tied into the organization\u2019s overarching mission, vision, and values, whether directly or indirectly. Be sure to begin your anti-discrimination policy with your mission statement to set the stage of your organization\u2019s culture.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Declaration of DEI as part of the company\u2019s values.<\/b><span style=\"font-weight: 400;\"> Make the tie between diversity, equity, and inclusion and your company\u2019s values. How does DEI help your company achieve its mission?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Definition of diversity.<\/b><span style=\"font-weight: 400;\"> Be sure to define diversity beyond race and gender identity, including many dimensions of diversity (i.e. sexual orientation, gender identity, veteran status, age, generation, ethnicity, national origin, disability, family structure). By defining diversity in this way, you make it clear that discrimination will not be tolerated against any group of people.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>List of measures taken to ensure equal opportunity.<\/b><span style=\"font-weight: 400;\"> How is the company ensuring anti-discrimination? Are you conducting annual pay equity audits or measuring retention rates against demographics such as race, gender identity, and age?\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Point of contact to report discrimination.<\/b><span style=\"font-weight: 400;\"> There should be multiple, clear avenues for employees to report discrimination that they experience or witness.\u00a0<\/span><\/li>\n<\/ol>\n<h2>Additional Items to Include<\/h2>\n<ol>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Zero tolerance language.<\/b><span style=\"font-weight: 400;\"> To make it abundantly clear that your workplace will not tolerate discrimination of any kind, make sure to include the phrase \u201czero tolerance\u201d in your statement.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Specific language around sexual harassment.<\/b><span style=\"font-weight: 400;\"> Despite decades of sexual harassment prevention training, it still persists as a workplace issue. It\u2019s important to define what constitutes sexual harassment and include guidelines on consensual workplace relationships.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>A statement on retaliation.<\/b><span style=\"font-weight: 400;\"> It\u2019s critical to make it clear that reports of discrimination will never be met with retaliation.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>A statement on confidentiality.<\/b><span style=\"font-weight: 400;\"> Make sure that employees know that the details of reports of discrimination will remain confidential, and that as the accuser, they have the right to remain anonymous.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>More than one avenue for reporting harassment.<\/b><span style=\"font-weight: 400;\"> Having more than one point of contact for discrimination complaints is critical. For instance, if the only contact is the vice president of HR, but someone believes this person to be discriminatory, there should be another person to contact.\u00a0<\/span><\/li>\n<\/ol>\n<p><span style=\"font-weight: 400;\">Going beyond federal requirements proves your company prioritizes employee well-being. Having a detailed and thought-out anti-discrimination policy shows employees that your company is committed to fostering an inclusive and safe place for all people to do their best work. Your company can amplify its anti-discrimination training by integrating DEI education that is engaging and tied to business outcomes. Discover how in our white paper, \u201c<\/span><a href=\"https:\/\/thediversitymovement.com\/better-training-better-business\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Better Training for Better Business<\/span><\/a><span style=\"font-weight: 400;\">.\u201d<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>People want to work for companies where they feel included and treated equitably. They want to bring their authentic selves to work without fear of discrimination. Although companies of all15<\/p>\n","protected":false},"author":15,"featured_media":11766,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[65,62],"tags":[],"tdm_type":[91],"class_list":["post-12303","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-diversity-equity-and-inclusion-fundamentals","category-inclusive-leadership","tdm_type-checklists"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v25.5 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Beyond Compliance: 10 Key Pieces of an Anti-Discrimination Policy<\/title>\n<meta name=\"description\" content=\"Learn the 10 parts of an anti-discrimination policy that shows a company is fostering a workplace that is inclusive and free of discrimination.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, 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