Equal Opportunities Policy

What is an equal opportunities policy?

An equal opportunity policy is used by an employer to explain how it ensures equal opportunities within the workplace. This type of policy outlines the approach an employer shall take to ensure that staff members do not suffer unfair and unlawful discrimination. This policy is suitable for use where the employer is based in Great Britain.

Is it mandatory to have an equal opportunities policy?

No. In general, it is not a legal obligation for an employer to hold a policy of this type.

It is however important to note that the law which is relevant to equality explicitly prohibits discrimination, harassment and victimisation in an employment setting. Furthermore, a statutory code of practice has been created to help employers use equality laws properly. This code recommends that employers should hold this type of policy.

What does discrimination mean?

Discrimination means treating somebody less favourably than someone else because of their:

• age
• disability
• gender reassignment
• marriage and civil partnership
• pregnancy and maternity
• race
• religion or belief
• sex
• sexual orientation

Less favourable treatment means putting somebody at a disadvantage. This can include things like:

• upset or distress
• financial loss
• excluding a person from opportunities

What are the prerequisites of an equal opportunity policy?

If an employer formally recognises a trade union or staff association, they may wish to consult and agree the terms of the policy with them. Where a collective agreement is in place between the employer and the relevant union or association this may be a requirement.

What should be done after the equal opportunities policy has been completed?

The equal opportunities policy document should be made easily available and communicated to all employees. It is common to display workplace policies in an easily accessible public area, or within a staff handbook.

What other documents may be used with an equal opportunities policy?

It is also useful for employers to hold other relevant policy documents which may be read in conjunction with and may refer to the equal opportunities policy. For example, this may include:

• a disciplinary policy
• a grievance policy
• a redundancy policy
• a workplace domestic abuse policy

How long should an equal opportunities policy last?

An equal opportunities policy can remain in place indefinitely. However, it is important to make sure that the policy is reviewed and kept up to date, as appropriate. Should the policy be revised or altered, these revisions and alterations must be communicated to employees at the earliest opportunity.

What must an equal opportunities policy contain?

An equal opportunities policy will provide:

• a statement on the general purpose of the policy
• information about the scope of the policy
• information the commitments made by the employer to ensure the workplace fosters equality and is free from discrimination
• the standards expected of all staff members in relation to matters of equality and the avoidance of discrimination

What laws apply to an equal opportunities policy?

The main piece of legislation that governs equal opportunities in the workplace is the Equality Act 2010. In particular, Part 5 places obligations upon employers.

The Equality and Human Rights Commission (EHRC) is an independent statutory body that is responsible for overseeing equality and divesting in Britain. The EHRC has enforcement powers. A statutory code of practice for employees is available on the EHRC website.

Help from a lawyer

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The lawyer can answer your questions or help you through the process. You will be offered this option when you complete the document.

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At the end, you receive it in Word and PDF formats. You can modify it and reuse it.