Equal Opportunities and Anti-harassment Policy

What is an Equal Opportunities and Anti-harassment Policy?

An Equal Opportunities and Anti-harassment Policy set out how a company deals with issues relating to discrimination, harassment, and victimization.

It is sensible for a company to provide mandatory training for staff during onboarding and as a refresher training every year to ensure they are fully aware of the company’s Equal Opportunities and Anti-harassment Policy and that they refrain from behavior that could be discriminatory.

Every employee should be provided with a copy of this policy. There is also an option to let employees sign and acknowledge their understanding of an agreement to this policy.

When an Equal Opportunities and Anti-harassment Policy should be used?

Equal Opportunities and Anti-harassment Policy should be included as part of your company policy and guideline documents for existing and new employees. The human resources (HR) department, the hiring manager, or the employees’ superior usually gives this to new employees.

Additionally, other best practice documents include the Employee Handbook, Anti-Bullying Policy, Grievance Procedure Guidelines, and Disciplinary Policy and Procedure.

Why is an Equal Opportunities and Anti-harassment Policy important?

An Equal Opportunities and Anti-harassment Policy are important to minimize and eliminate favoritism, eliminate workplace harassment by managers, supervisors, or co-workers with whom an employee has to come into contact regarding official work. Discrimination inside an organization is a serious issue that needs fast resolution. Favoritism is one of the results of discrimination inside an organization, it can also lead to appointing unqualified professionals in the job that can decrease productivity and overall performance of any organization.

On the other hand, implementing an anti-harassment policy in an organization is equally important. Harassment can take place in different forms and situations. Some examples of workplace harassment can be based on race, religion, sex, nationality, political belief, etc. so it is very important to eliminate these kinds of Favoritism and Harassment to make an organization a better place of work and thrive.

Conclusion

Although there is an Equal Opportunities and Anti-harassment Policy in an organization it is very important to conduct workshops or training to inform and educate the employees about the importance of these policies inside an organization, whom should they report to, and what are the reporting procedures. These kinds of practices help to maintain a healthy working environment in an organization and can also lead to better productivity, better employee satisfaction and retention, and overall growth of an organization.

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