Workplace Discrimination Policies and Procedures

Workplace discrimination policies and procedures only do their job when people can find them, understand them and see them applied the same way twice. A policy nobody has read is evidence of intent, not of a controlled workplace.

A usable set covers the protected attributes, says plainly what is unacceptable with examples, names more than one way to raise a concern, explains what happens after someone does, states that retaliation is a separate breach, and says who owns the document and when it was last reviewed.

The procedure is what people actually judge you on. If the policy promises a response within five working days, the file needs to show it. Inconsistency between two similar matters is one of the most damaging things a complainant can point to.

Review annually and after any significant matter or legislative change. The Australian Human Rights Commission publishes guidance for organisations. This is general information rather than legal advice.

See Sentrient’s workplace policies and procedures templates, policy management software for acknowledgements, and the equal employment opportunity course.