Equal opportunities policy template

[Company name] is committed to equal opportunity for everyone who works for us or applies to work for us. We will not discriminate because of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex or sexual orientation. Decisions about recruitment, pay, training, promotion, discipline and dismissal will be made on merit and against criteria that relate to the job.

This policy applies to all employees, workers, agency staff, contractors, volunteers and job applicants, at every stage from advertising a role to references after someone leaves. It applies in the workplace, at work events, on work trips and in work-related messages and social media. It does not form part of your contract and we may amend it.

Direct discrimination: treating someone less favourably because of a protected characteristic. Indirect discrimination: applying a rule or practice to everyone that puts people who share a protected characteristic at a disadvantage and cannot be justified. Harassment: unwanted conduct related to a protected characteristic that violates a person's dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment. Victimisation: treating someone badly because they complained of discrimination or supported someone who did. Discrimination arising from disability: treating someone unfavourably because of something connected with their disability, without justification. Failure to make reasonable adjustments for a disabled person.

Vacancies are advertised [internally and externally] with a job description and criteria that relate to the role. Shortlisting and interviews are scored against those criteria by [two] people where possible, and the scores are kept for [six months]. We ask about health or disability before a job offer only where the law allows, for example to make adjustments to the interview.

If you are disabled, or become disabled, please tell [role] so that we can discuss adjustments. We will take such steps as are reasonable to remove a disadvantage, which may include changes to hours, duties, equipment or place of work. What you tell us is kept confidential and shared only with those who need to act on it.

Pay and benefits are set by [pay structure] and reviewed [annually]. Training and promotion opportunities are open to all who meet the criteria, including people who work part time, flexibly or are on family leave. [We may take positive action permitted by the Equality Act to encourage under-represented groups to apply or to train; selection itself is always on merit.]

Everyone must treat colleagues, customers, suppliers and visitors with dignity and must not discriminate against, harass or victimise anyone. You can be personally liable for unlawful discrimination. Managers must apply this policy in their decisions, act on concerns promptly and set the standard for their teams. A breach of this policy is a disciplinary matter, and serious cases may be gross misconduct.

If you believe you have been discriminated against, harassed or victimised, raise it with [your manager, or [role] if it concerns your manager], informally if you wish, or under the grievance procedure. We will investigate promptly and fairly, and you will not be treated badly for raising a concern in good faith. Harassment by customers, suppliers or other third parties should be reported in the same way.

Everyone receives equality training at induction and [every two years]; managers receive additional training on recruitment and on handling complaints. [We collect equality monitoring data, which is voluntary and held separately from personnel files, to check that this policy is working.] [Role] is responsible for this policy and reviews it every year. Last reviewed: [date].