Developing your policy
You need a clear, written policy for a discrimination and harassment-free workplace. Keep it short and simple. "This business is an equal opportunity employer" does not constitute a policy statement.
Consult with your staff and customers, and talk to employer groups, other similar businesses, unions and the Equal Opportunity Commission to get your policy right.
Your policy can:
- state why you support equal opportunity, listing the benefits to service and productivity
- state who the policy covers
- define direct and indirect discrimination, sexual harassment, bullying and victimisation and state that they are against the law
- commit to not tolerating such behaviour in your workplace
- state staff and employer responsibilities and rights
- explain what to do if discrimination or harassment happens
- explain that people who breach the policy or the law will be disciplined
- explain the complaint procedure
- guarantee protection from victimisation
- state where people can get further help
- be supported and signed by the chief executive officer.
You can download a sample equal opportunity policy below to use as a starting point. Adapt the sample to suit your business.
Also develop a complaint procedure so that everyone is clear about what happens if a problem arises.
A code of conduct may also be useful. This outlines the conduct that is expected of everyone in your business. Very small businesses may be able to use a code of conduct rather than a policy. A sample code of conduct can be downloaded below.
Introducing a policy is the first step. Then everyone needs to know about the policy and what it means for them.
Related information
Developing your complaint procedure
Policies and procedures for small business
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