It is best practice to have a set of policies in place to help to foster an inclusive culture, where colleagues feel safe and protected from discrimination, and where there are clear escalation processes in place should a colleague want to raise a grievance.

It is strongly recommended that you put in place some baseline policies regarding ‘discipline and grievance’, ‘bullying and harassment’ and ‘equality’. There are a number of sites that offer customisable free policy templates, such as Human Resource Solutions. You can also find an Equality & Diversity Policy you can adapt here.  

Using gender neutral language in policies and contracts also aids inclusivity. Gender neutral language is about creating clarity, inclusion and equality. When creating policies and employment contracts, it is recommended that you use the pronouns ‘they/them’ as opposed to ‘he/him’ or ‘she/her’. Here are some simple guiding principles:

1. Repeat the noun (for example, “a person is entitled to a benefit if the person…”);
2. Use gender-neutral pronouns (for example, by using “they” or “them” in the singular: “a person fails to comply with their duty…”);
3. Rewrite sentences to avoid the need for a pronoun (for example, “It is an offence for a person to…”, rather than “A person commits an offence if they…”).

Stonewall provides a number of toolkits for further information on language, specifically around the LGBTQ+ community. 

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