Who can use this UK DEI Policy checklist?

It can be used by businesses, HR teams, founders, managers, charities and other UK organisations creating or improving a workplace DEI Policy.

Can small businesses use this DEI Policy checklist?

Yes. The checklist can support small businesses by highlighting practical clauses that help create a fair, inclusive and legally aware workplace policy.

What is the difference between a DEI Policy and a DEI clause checklist?

A DEI Policy sets out an organisation’s commitment and procedures, while a checklist helps confirm whether important policy clauses have been included.

What makes a good DEI Policy clause?

A strong clause should define the organisation’s commitment, state expected behaviour, allocate responsibilities and explain how concerns will be handled.

Can I use this checklist to review an existing DEI Policy?

Yes. The checklist can help identify missing or outdated sections in an existing Diversity, Equity and Inclusion Policy before it is revised.

How does the checklist support AI-generated DEI policies?

It helps ensure the AI-generated document covers key UK DEI topics, reducing the risk of omitting important workplace equality provisions.

Does this checklist replace legal advice?

No. It is an informational drafting aid and does not replace legal advice. Organisations should seek professional advice for specific legal or compliance concerns.

How often should a UK DEI Policy be reviewed?

A DEI Policy should be reviewed regularly, especially after changes to UK law, workplace practices, organisational structure or equality and inclusion priorities.

Can I use this checklist with the DEI Policy generator?

Yes. The checklist can be used alongside the main DEI Policy generator to help prepare, validate or refine the clauses in your generated document.

Is the checklist relevant for remote and hybrid workplaces?

Yes. The checklist is relevant to remote, hybrid and office-based teams, provided the final policy reflects the organisation’s actual working arrangements.

EN-GB>Governance>Diversity, Equity and Inclusion Policy>DEI Policy Clause Checklist | United Kingdom

DEI Policy Clause Checklist For The United Kingdom

Created: 8 Jun 2026

This checklist helps United Kingdom employers identify key DEI policy clauses for clearer, fairer workplace standards. Use it alongside our AI Generated Diversity, Equity and Inclusion Policy for use in the United Kingdom to build a practical, compliant policy framework.

Clause Name	Purpose	Essential Clause	Example Content Summary
Introductory
Purpose And Scope	Explains why the policy exists and who it applies to.	true	States commitment to an inclusive workplace covering employees, workers, contractors, applicants and visitors.
DEI Commitment Statement	Sets the organisation's overall DEI principles.	true	Confirms commitment to fairness, dignity, respect, inclusion, equity and equal opportunity.
Key Definitions	Clarifies important terms used in the policy.	true	Defines diversity, equity, inclusion, equality, discrimination, harassment, victimisation and reasonable adjustment.
Legal compliance
Protected Characteristics	Identifies the characteristics protected by UK equality law.	true	Lists age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation.
Equality Act 2010 Compliance	Links the policy to the main UK anti-discrimination statute.	true	States that the organisation will comply with the Equality Act 2010 and related employment obligations.
Direct Discrimination	Prohibits less favourable treatment because of a protected characteristic.	true	Gives examples such as refusing promotion because of age, race, sex or sexual orientation.
Indirect Discrimination	Addresses rules or practices that disadvantage protected groups.	true	Requires policies, criteria and practices to be justified, proportionate and reviewed for unequal impact.
Workplace conduct
Harassment	Prohibits unwanted conduct linked to protected characteristics.	true	Explains that jokes, comments, exclusion, images or conduct creating a hostile environment may breach policy.
Sexual Harassment	Specifically prohibits unwanted conduct of a sexual nature.	true	Covers sexual comments, touching, messages, images, coercion and other unwanted sexual conduct.
Legal compliance, Workplace conduct
Preventing Sexual Harassment	Reflects the employer duty to take reasonable steps to prevent sexual harassment.	true	Commits to risk assessments, training, reporting routes, manager action and proportionate preventative measures.
Victimisation	Protects people who raise or support equality concerns.	true	States no one will suffer detriment for complaining, giving evidence or supporting a discrimination complaint.
Workplace conduct
Bullying And Unacceptable Conduct	Addresses harmful behaviour beyond strict discrimination law.	true	Covers intimidation, ridicule, exclusion, misuse of power and repeated undermining behaviour.
Dignity And Respect At Work	Sets expected standards of respectful workplace behaviour.	true	Requires colleagues to communicate professionally, avoid stereotyping and respect personal boundaries.
Workplace conduct, Training and implementation
Inclusive Language And Communications	Promotes respectful, accessible and non-exclusionary communication.	false	Encourages plain language, respectful terminology, correct names and pronouns, and accessible formats.
Recruitment and employment
Inclusive Recruitment	Ensures hiring processes support equal opportunity.	true	Covers fair job adverts, objective criteria, diverse shortlisting and avoiding discriminatory questions.
Non-Discriminatory Job Advertising	Reduces bias and unlawful exclusion at attraction stage.	true	Requires inclusive wording, essential criteria only and accessible application information.
Fair Selection And Interviews	Promotes objective and consistent candidate assessment.	true	Uses role-related questions, structured scoring, trained interviewers and reasonable adjustments.
Recruitment and employment, Legal compliance
Right To Work Checks And Fair Treatment	Ensures immigration checks are completed without discriminatory treatment.	false	Applies checks consistently to all candidates at the correct stage and avoids assumptions based on nationality or ethnicity.
Recruitment and employment, Training and implementation
Inclusive Onboarding	Helps new starters feel informed, supported and included.	false	Covers accessible induction, buddy support, policy signposting and early adjustment discussions.
Recruitment and employment
Promotion And Career Progression	Supports fair access to advancement opportunities.	true	Requires transparent criteria, open opportunities, fair assessment and monitoring of progression patterns.
Recruitment and employment, Training and implementation
Learning And Development Access	Ensures training opportunities are available fairly.	false	States that access to training, mentoring and development should not be affected by protected characteristics or working pattern.
Recruitment and employment
Fair Performance Management	Reduces bias in appraisal and capability decisions.	true	Requires objective standards, documented feedback, adjustment consideration and consistent manager decisions.
Recruitment and employment, Workplace conduct
Fair Disciplinary Action	Promotes consistent and non-discriminatory conduct management.	false	States disciplinary issues will be handled fairly, consistently and in line with the disciplinary procedure.
Reporting and governance
Grievance Procedure Link	Directs employees to the route for formal workplace concerns.	true	Explains when and how DEI concerns may be raised under the grievance procedure.
Informal Resolution Options	Encourages early resolution where appropriate and safe.	false	Allows a concern to be raised with a manager, HR or another contact before a formal complaint.
Reporting Discrimination Or Harassment	Provides clear channels for raising DEI concerns.	true	Lists reporting contacts, escalation options, expected information and emergency safeguarding routes if relevant.
Confidentiality In Complaints	Protects privacy while allowing fair investigation.	true	Explains information will be shared only with those who need it, subject to legal and investigation requirements.
Investigation And Case Handling	Sets expectations for fair handling of DEI complaints.	true	Covers prompt action, impartial investigators, evidence gathering, support and outcome communication.
Reporting and governance, Workplace conduct
No Retaliation	Reinforces protection from retaliation after raising concerns.	true	States retaliation against complainants, witnesses or supporters may result in disciplinary action.
Legal compliance, Recruitment and employment
Reasonable Adjustments For Disability	Explains the duty to remove disability-related barriers.	true	Covers adjustments to working arrangements, premises, equipment, communication, recruitment and performance processes.
Workplace conduct, Training and implementation
Disability Inclusion And Accessibility	Promotes accessible systems, communications and workplaces.	false	Commits to accessible meetings, documents, technology, premises and reasonable support discussions.
Neurodiversity Inclusion	Supports workers with different cognitive profiles.	false	Encourages clear communication, sensory awareness, flexible processes and individual adjustment discussions.
Legal compliance, Recruitment and employment
Pregnancy And Maternity Protection	Prevents unfavourable treatment because of pregnancy or maternity.	true	Covers recruitment, absence, health and safety, maternity leave, return to work and career progression.
Recruitment and employment, Training and implementation
Menopause Support	Supports affected workers and reduces related workplace disadvantage.	false	Signposts support, adjustments, manager conversations and confidentiality for menopause-related symptoms.
Legal compliance, Workplace conduct
Gender Reassignment And Trans Inclusion	Protects and supports trans people and those undergoing gender reassignment.	true	Covers names, pronouns, privacy, facilities, records, dress codes and protection from harassment.
Race Equality And Anti-Racism	Addresses race, colour, nationality and ethnic or national origins.	true	Prohibits racist conduct and supports fair recruitment, progression, disciplinary and workplace treatment.
Religion Or Belief Inclusion	Supports fair treatment related to religion, philosophical belief or lack of belief.	true	Covers respectful conduct, scheduling, dress, facilities and handling belief-related requests proportionately.
Sex Equality	Prevents unfair treatment because someone is a woman or a man.	true	Commits to fair treatment in recruitment, work allocation, pay, promotion, conduct and facilities.
Sexual Orientation Inclusion	Protects lesbian, gay, bisexual and heterosexual people from unfair treatment.	true	Covers inclusive language, partner recognition, anti-harassment standards and equal access to benefits.
Legal compliance, Recruitment and employment
Age Inclusion	Prevents unjustified age-related treatment.	true	Addresses age-neutral hiring, training, promotion, redundancy and retirement-related practices.
Legal compliance
Marriage And Civil Partnership Protection	Prevents unfair treatment because of marriage or civil partnership status.	false	Confirms workplace decisions should not disadvantage people because they are married or in a civil partnership.
Legal compliance, Recruitment and employment
Equal Pay	Supports equality of contractual terms between women and men doing equal work.	true	Commits to fair pay practices, objective pay decisions and review of unexplained pay disparities.
Legal compliance, Reporting and governance
Gender Pay Gap Reporting	Addresses reporting obligations for eligible UK employers.	false	States that employers meeting the threshold will publish required gender pay gap figures and consider action plans.
Recruitment and employment
Flexible Working And Inclusion	Supports fair access to flexible working arrangements.	false	Confirms requests will be considered fairly and consistently, with attention to equality impacts.
Legal compliance, Recruitment and employment
Part-Time Worker Fairness	Prevents less favourable treatment of part-time workers.	false	Covers fair access to benefits, training, promotion, communication and pro-rated terms where appropriate.
Fixed-Term Employee Fairness	Prevents unjustified less favourable treatment of fixed-term employees.	false	Commits to fair access to benefits, vacancies, training and employment information for fixed-term employees.
Agency Worker Inclusion	Recognises fair treatment principles for agency workers.	false	Covers workplace access, vacancy information and relevant equal treatment rights for agency workers.
Recruitment and employment, Legal compliance
Carer Inclusion	Supports workers with caring responsibilities.	false	Signposts carer leave, flexible working and support for avoiding caregiver-related disadvantage.
Recruitment and employment
Parents And Family Leave Inclusion	Supports fair treatment around family-related leave and responsibilities.	false	Refers to maternity, paternity, adoption, shared parental, parental bereavement and unpaid parental leave policies.
Legal compliance, Recruitment and employment
Positive Action	Allows lawful steps to address disadvantage or under-representation.	false	Explains proportionate initiatives such as outreach, mentoring or targeted development for under-represented groups.
Positive Action In Recruitment Tie-Breaks	Clarifies the narrow conditions for lawful tie-break decisions.	false	States tie-break positive action may be considered only where candidates are genuinely as qualified and action is proportionate.
Legal compliance
Avoiding Unlawful Positive Discrimination	Distinguishes lawful positive action from unlawful preferential treatment.	true	Explains that selection or promotion must not be automatic or based solely on protected characteristics.
Reporting and governance
Equality Monitoring	Supports evidence-based DEI review while respecting privacy.	false	Explains voluntary data collection, anonymised reporting, limited access and lawful use of workforce diversity data.
Legal compliance, Reporting and governance
Diversity Data And UK GDPR	Addresses special category data risks in DEI monitoring.	true	States equality data will be collected lawfully, transparently, securely and only where necessary.
Data Protection Act 2018 Compliance	Links DEI data handling to UK data protection law.	false	Refers employees to the privacy notice and data protection safeguards for equality monitoring data.
Public Sector Equality Duty	Addresses the equality duty for public authorities and relevant functions.	false	For applicable bodies, confirms due regard to equality, eliminating discrimination and advancing equality of opportunity.
Reporting and governance
Roles And Responsibilities	Allocates accountability for policy delivery.	true	Sets responsibilities for directors, senior leaders, managers, HR, employees and contractors.
Leadership Accountability	Ensures senior leaders own DEI outcomes and conduct standards.	true	Requires leaders to model inclusive behaviour, allocate resources and review progress.
Reporting and governance, Training and implementation
Manager Responsibilities	Clarifies frontline duties for fair treatment and escalation.	true	Managers must apply procedures fairly, address inappropriate conduct and support adjustments and reporting.
Workplace conduct, Reporting and governance
Employee Responsibilities	Sets individual expectations for inclusive conduct.	true	Employees must treat others respectfully, follow the policy, report concerns and cooperate with investigations.
Reporting and governance
Senior Review And Reporting	Creates oversight of DEI risks, actions and progress.	false	Provides for periodic reporting to senior leadership on complaints, training, monitoring and improvement actions.
Workplace conduct, Reporting and governance
Breach Of Policy	Explains consequences of non-compliance.	true	States serious breaches may lead to disciplinary action, up to and including dismissal where appropriate.
Reporting and governance
Malicious Or Bad Faith Complaints	Balances reporting protection with misuse prevention.	false	States genuinely raised concerns are protected, but knowingly false complaints may be handled under disciplinary procedures.
Reporting and governance, Legal compliance
Whistleblowing Link	Signposts protected disclosure routes where DEI concerns raise public interest issues.	false	Refers to whistleblowing procedures for serious wrongdoing, legal breaches or public interest concerns.
Training and implementation
DEI Training	Builds awareness and practical capability across the workforce.	true	Covers equality law basics, respectful conduct, bias, reporting, reasonable adjustments and manager responsibilities.
Training and implementation, Workplace conduct
Anti-Harassment Training	Helps prevent harassment and improve responses to complaints.	true	Includes examples, bystander action, reporting routes, manager duties and sexual harassment prevention.
Training and implementation
Bias Awareness	Helps decision-makers recognise and reduce biased judgments.	false	Covers bias risks in hiring, appraisal, work allocation, feedback, promotion and disciplinary decisions.
Workplace conduct, Training and implementation
Bystander Intervention	Encourages safe action when inappropriate conduct is witnessed.	false	Provides options to challenge, distract, support, document or report depending on safety and circumstances.
Inclusive Meetings And Events	Makes participation fairer and more accessible.	false	Covers accessible venues, hybrid access, agendas, speaking opportunities, dietary needs and religious considerations.
Workplace conduct, Legal compliance
Inclusive Dress Code	Ensures appearance rules are fair, proportionate and inclusive.	false	Requires dress standards to consider religion, disability, gender expression, health and safety and business need.
Workplace conduct, Recruitment and employment
Inclusive Facilities	Supports fair and dignified access to workplace facilities.	false	Addresses toilets, changing spaces, prayer or quiet rooms, breastfeeding facilities and accessibility needs.
Recruitment and employment, Training and implementation
Hybrid And Remote Inclusion	Prevents exclusion of remote or hybrid workers.	false	Covers meeting access, communication norms, fair visibility, equipment, adjustments and inclusion in opportunities.
Workplace conduct, Reporting and governance
Third Parties, Clients And Suppliers	Extends conduct expectations to external interactions.	false	States staff should not face discriminatory or harassing conduct from clients, customers, suppliers or visitors.
Workplace conduct
Work Social Events	Clarifies standards apply outside normal working settings.	false	Applies respectful conduct standards to work-related events, travel, online spaces and informal gatherings.
Digital And Online Conduct	Applies DEI standards to electronic communications.	false	Covers email, messaging, video calls, collaboration tools and work-related social media behaviour.
Workplace conduct, Training and implementation
Microaggressions And Exclusionary Behaviour	Identifies subtle behaviours that undermine inclusion.	false	Gives examples such as repeated stereotypes, assumptions, interruptions, mispronunciation or dismissive comments.
Introductory, Training and implementation
Intersectional Inclusion	Recognises that people may experience overlapping forms of disadvantage.	false	Encourages consideration of combined impacts across characteristics, roles, locations and working patterns.
Recruitment and employment, Training and implementation
Socioeconomic Inclusion	Promotes opportunity for people from different social backgrounds.	false	Addresses unpaid internships, educational requirements, networking access, expenses and progression barriers.
Reporting and governance, Training and implementation
Employee Networks And Resource Groups	Supports community, feedback and inclusion initiatives.	false	Explains governance, participation, sponsorship, budget, confidentiality and relationship with HR or leadership.
Reporting and governance
Employee Consultation And Voice	Enables staff input into DEI priorities and policy review.	false	Uses surveys, forums, representatives, networks or feedback channels to inform DEI actions.
Training and implementation, Reporting and governance
DEI Action Plan	Turns policy commitments into measurable activity.	false	Sets priorities, owners, timelines, measures and review points for DEI improvements.
Reporting and governance
Targets, Metrics And Reporting	Provides a framework for monitoring DEI progress.	false	May track recruitment, retention, promotion, pay, complaints, training completion and survey data.
Reporting and governance, Legal compliance
Equality Impact Review	Identifies potential unequal effects of policies or decisions.	false	Requires major workforce policies or changes to be reviewed for equality risks before implementation.
Reporting and governance
Policy Review Cycle	Keeps the policy current and effective.	true	States review frequency, responsible owner and triggers such as legal changes, complaints or workforce data.
Introductory, Reporting and governance
Related Policies	Connects the DEI policy to wider HR documentation.	true	Links to grievance, disciplinary, anti-harassment, whistleblowing, flexible working, data protection and recruitment policies.
Introductory
Policy Status	Clarifies whether the policy forms part of employment contracts.	false	States the policy is non-contractual unless the employer intends otherwise and may be amended after review.
Training and implementation
Policy Accessibility	Ensures staff can read and use the policy.	false	Provides accessible formats, translations where appropriate, intranet access and manager explanation if needed.
Communication And Rollout	Ensures workers know the policy and how to use it.	true	Covers launch communications, induction, reminders, manager briefings and where the policy is stored.
Reporting and governance
Record Keeping	Supports accountability while limiting unnecessary personal data retention.	false	Covers records of complaints, investigations, training, monitoring and reviews, with retention limits.
Reporting and governance, Workplace conduct
Inclusive Procurement And Supply Chain	Extends DEI expectations to supplier engagement where relevant.	false	Encourages fair supplier practices, accessible services and appropriate conduct standards in contracts.
Workplace conduct, Training and implementation
Customer And Service User Inclusion	Applies inclusion principles to service delivery where relevant.	false	Sets expectations for respectful, accessible and non-discriminatory treatment of customers and service users.
Recruitment and employment, Training and implementation
Occupational Health And Support Referrals	Supports evidence-based adjustments and wellbeing support.	false	Explains when occupational health, employee assistance or specialist support may be offered with consent.
Legal compliance, Recruitment and employment
Health And Safety Equality Considerations	Aligns inclusion with workplace health and safety duties.	false	Requires risk assessments to consider pregnancy, disability, equipment, working environment and safe systems of work.
Recruitment and employment, Legal compliance
Redundancy And Restructuring Fairness	Reduces discrimination risk during workforce change.	false	Requires objective criteria, consultation, adjustment consideration and review for unequal impact.
Absence Management And Equality	Ensures absence procedures consider equality obligations.	false	Covers disability-related absence, pregnancy-related absence, adjustments and consistent application of triggers.
Recruitment and employment, Reporting and governance
Adjustment Request Process	Provides a practical route for requesting and reviewing adjustments.	true	Sets out who to contact, information needed, review timing, trial adjustments and escalation if refused.
Recruitment and employment, Training and implementation
Mental Health Inclusion	Supports fair and sensitive handling of mental health at work.	false	Signposts support, adjustments, confidentiality, manager conversations and crisis escalation where relevant.
Recruitment and employment
Inclusive Benefits And Rewards	Ensures benefits are applied fairly and inclusively.	false	Reviews benefits for equal access across family status, sexual orientation, disability, working pattern and location.
Training and implementation, Recruitment and employment
Mentoring And Sponsorship	Supports fair development and progression opportunities.	false	Provides structured support, transparent access criteria and monitoring of participation and outcomes.
Recruitment and employment
Apprenticeships And Internships	Promotes fair early-career access.	false	Covers paid opportunities, objective criteria, accessible applications and outreach to under-represented groups.
Workplace conduct
Accent And Language Respect	Reduces exclusion linked to accent, language or nationality stereotypes.	false	Prohibits mocking accents or language ability and supports clear communication across teams.
Workplace conduct, Legal compliance
Religious And Ethnic Hostility	Addresses hostility that may overlap race, religion or belief.	false	Gives examples of anti-Semitism, Islamophobia and other hostility linked to religion, ethnicity or nationality.
Workplace conduct, Reporting and governance
Caste-Related Concerns	Allows reporting of caste-related exclusion or harassment where relevant.	false	States caste-related conduct will be treated seriously and assessed under relevant equality and conduct rules.
Legal compliance, Recruitment and employment
Nationality And Immigration Status Fairness	Prevents unfair assumptions linked to nationality or immigration status.	false	Confirms legal checks will be applied consistently and workplace treatment will not be based on nationality stereotypes.
Legal compliance
Human Rights Awareness	Relevant for public bodies and organisations performing public functions.	false	Notes that applicable organisations should consider rights such as privacy, expression, religion and non-discrimination.
Legal compliance, Reporting and governance
Modern Slavery And Exploitation Awareness	Supports ethical treatment and escalation of exploitation concerns.	false	Signposts reporting of forced labour, coercion or exploitation concerns, especially in supply chains or vulnerable roles.
Recruitment and employment, Training and implementation
International Worker Inclusion	Supports workers relocating from or working across different countries.	false	Covers cultural orientation, time zones, language support, relocation fairness and consistent employment treatment.
Recruitment and employment, Workplace conduct
Religious Holidays And Observance	Supports fair handling of religious or belief-related requests.	false	Explains requests for leave, prayer time, fasting or dress will be considered reasonably and consistently.
Recruitment and employment
Breastfeeding And Expressing Milk Support	Supports workers returning from maternity leave.	false	Provides for rest, suitable facilities, privacy and health and safety consideration where practicable.
Workplace conduct
Workplace Banter Boundaries	Clarifies that humour is not a defence to harmful conduct.	false	States comments framed as jokes may still be harassment or bullying if unwanted or offensive.
Workplace conduct, Introductory
Zero Tolerance Statement	Signals serious treatment of discrimination, harassment and bullying.	false	States prohibited conduct will not be tolerated and will be addressed under relevant procedures.
Legal compliance, Reporting and governance
Objective Justification And Proportionality	Guides review of policies that may indirectly disadvantage protected groups.	false	Requires potentially disadvantageous rules to pursue a legitimate aim and be proportionate.
Training and implementation, Reporting and governance
Training Records And Refreshers	Supports evidence of implementation and ongoing awareness.	false	Tracks completion, refresher timing, manager training and updates after legal or policy changes.
Reporting and governance, Introductory
Policy Owner And Contact	Identifies who maintains the policy and answers questions.	true	Names HR, a senior leader or responsible team as the policy owner and provides contact details.

What Should A UK DEI Policy Include?

A comprehensive UK DEI policy should combine legal compliance clauses with practical workplace commitments. The most important clauses cover the Equality Act 2010 protected characteristics, anti-discrimination, harassment and victimisation, reasonable adjustments for disabled workers, recruitment and promotion, pay equity, reporting routes, investigation handling, governance ownership and training.

Which Clauses Are Most Important For Legal Risk?

The clauses most closely linked to UK legal risk are those dealing with discrimination, harassment, victimisation, disability adjustments, pregnancy and maternity, equal pay, part-time and fixed-term worker fairness, whistleblowing and data protection. These areas connect directly to statutory obligations and should be drafted clearly, consistently and realistically.

How Should Employers Make A DEI Policy Practical?

Assign ownership: name the role or team responsible for implementation, monitoring and review.
Create safe reporting channels: explain how concerns can be raised, including links to grievance, whistleblowing and harassment procedures.
Link DEI to employment decisions: cover recruitment, promotion, pay, training, performance management and flexible working.
Use measurable actions carefully: monitoring should respect UK GDPR and equality data rules and avoid unlawful positive discrimination.
Review regularly: policies should be updated when the law, workforce data or organisational risks change.

Can A DEI Policy Use Positive Action In The UK?

Yes, but only within the limits of the Equality Act 2010. UK employers may take proportionate positive action to address disadvantage, under-representation or different needs, but the policy should distinguish this from unlawful positive discrimination. Any tie-break approach in recruitment or promotion should be used cautiously and only where candidates are genuinely as qualified as each other.

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FAQs

What is a DEI policy clause checklist?

A DEI policy clause checklist is a structured list of key provisions to review when drafting a Diversity, Equity and Inclusion Policy for a UK organisation.

What clauses should be included in a UK DEI Policy?

Is this DEI Policy checklist suitable for the United Kingdom?

Is a Diversity, Equity and Inclusion Policy legally required in the UK?

How should I use this DEI Policy Clause Checklist?

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