Employers Guide to EDI Policy 2024

Written by Richard O'Connor
Last updated May 22, 2024

Did you know that only 25% of employers consult data before planning EDI activity? And that the same percentage of employers admit that their EDI work is purely reactive? Indeed, EDI policy in the workplace is essential to making your employees feel supported, valued, and empowered. However, these policies must be created in an effective and evidence-based manner.

In today’s blog, we’ll cover everything you need to know about EDI in the workplace. This will include how to create an EDI policy and expert tips on making it comprehensive and impactful.

What Is EDI?

EDI stands for Equality, Diversity & Inclusion (sometimes written ED&I). It means that everyone is treated fairly and that equal opportunities are available for all. 

An EDI policy outlines an organisation’s commitment to promoting and maintaining the core principles of equality, diversity, and inclusion in the workplace. As such, the policy covers how an organisation will promote EDI in all aspects of its operations.

Essentially, an EDI policy sets the tone and creates a clear framework for how all employees are treated in the workplace. That’s to say, with respect, fairness, dignity, and empathy. By documenting this framework in a policy, employers ensure that all members of the company understand and follow the EDI principles, preventing discrimination at work.

What Are The Main Elements Of An EDI Policy?

Companies with diverse executive teams are 35% more likely to outperform their peers on profitability. It’s clear from these figures that having an EDI policy in place provides a strategic advantage for businesses.

Each organisation should tailor the components of its EDI policy to their individual business needs, context, and goals. That said, there are some common elements.

Policy statement

This statement briefly highlights the company’s commitment to EDI.


The policy should underscore the specific areas and individuals it applies to (eg. customers, contractors, employees, stakeholders, etc.) 


It should provide clear and concise definitions of key EDI terms that employees should know.

Legal framework

EDI policies must summarise the legal obligations the company has regarding EDI.

Protected characteristics

The policy should list any and all protected characteristics under anti-discrimination legislation in the UK. These include age, race, pregnancy, gender, and disability, among others. 

Roles and responsibilities

The roles of stakeholders, such as senior management, HR, stakeholders, and employees, should be clearly established. How are they expected to implement EDI principles?

Recruitment process

EDI policies should address how the company ensures inclusive recruitment practices for a fairer selection process.

Training and development

An outstanding equality, diversity and inclusion policy outlines what EDI training and development opportunities it offers employees. 

Code of conduct

One of the main components of any EDI policy should be outlining the expected behaviours of all employees. In particular, the policy should emphasise respect, dignity, and a zero-tolerance approach to discrimination and bullying.

Reporting procedures

No matter how clear your policy is, incidents can still happen. Therefore your policy should establish a clear (and anonymous) reporting and complaint procedure.


A thorough policy should also describe how the organisation will continuously evaluate the policy and identify areas of improvement. For instance, by conducting ongoing reviews, surveys, and data collection. 


Your company should have a comprehensive communication strategy in place that covers how the policy will be introduced to employees. 


As UK laws and regulations regarding EDI evolve, the policy should include how your company plans to revise the document to ensure you are complying with the latest requirements. 

Tips On Creating An EDI Policy UK

A stellar EDI policy is the cornerstone for companies looking to create a fair and welcoming workplace. Here are some useful tips to help you craft a comprehensive and impactful policy.

  • Get familiar with UK legislation surrounding EDI, such as the Equality Act 2010
  • Define a clear purpose and metrics to measure your progress
  • Assess the current state of EDI in your workplace by running a diversity audit
  • Get buy-in from key stakeholders, such as leadership, employee resource groups, and HR
  • Use inclusive language in your policy and ensure it’s accessible to all employees
  • Ensure you store the policy and all relevant resources (guidelines, reporting procedures, etc.) in an accessible place where employees can easily refer to them
  • Include EDI policies, procedures, and training in employee onboarding

Key Takeaways: EDI Policy 2024

Having a comprehensive EDI policy will not only help you attract candidates but also retain diverse talent within your organisation.

By following the steps and tips outlined here, consulting data, and being proactive, you can create an EDI policy that works for your organisation.

If you’re an employer looking to build a more equal, diverse and inclusive workplace, we can help. Together with our sister site, Aspiring to Include, we aim to connect employers with diverse job seekers. 

These job seekers may be ex-military, ex-offenders, homeless people, parents returning to work, or older workers, among others. The key is that they are passionate about finding meaningful work with an inclusive employer that provides equal opportunities for all.

We offer a range of services to employers, including:

  • Jobs Board: Gain access to a pool of 10,000+ talented candidates.Post your job openings on the Refreshing a Career jobs board.
  • Advice and support: Our website is packed with guides for employers, including advice on attracting career changers, building a diverse work environment, and more. Find the latest industry insights on our blog
  • Find diverse talent: Our job advert inclusivity screening tests your ad against our “Inclusive Language Checklist” to remove potentially discriminatory language.
  • Advertise your business: Our talented team of writers works with you to create a company profile.

For more information, email us at info@refreshingacareer.com or give us a call at 0345 872 4501. We’d be more than happy to offer guidance on advertising career change jobs with us.

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Last Updated: Wednesday May 15 2024
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