1. Ensure that senior management are committed to the idea.
2. Appoint an equal opportunities officer responsible for its introduction and implementation.
3. Set up a working group to gather input from all sections of the workforce.
4. Look at the equal opportunities policies of similar organisations to your own and use them to create a first draft of your own policy.
5. Within your policy, distinguish clearly between legal obligations and good practice.
6. Do a workplace equality audit and draw up a plan of action based on it.
7. Set targets for recruitment of under-represented groups within the workforce.
8. Set up a programme of training for all staff.
9. Review job descriptions and recruitment and selection procedures.
10. Offer flexible working, parental leave and child care facilities to all staff not just female employees.
11. Monitor staff training needs and offer comparable training programmes at all levels.
12. Introduce a grievance procedure for staff to pursue any claims of discrimination or inequality.
13. Set up monitoring systems and use the data to review progress against targets and action plans.
14. Communicate the policy to all employees and job applicants.
Do and Don'ts:
Do:
Consult representatives of all employee groups.
Consider using positive action measures to meet equality targets.
Monitor and review progress against targets.
Ensure existing employees understand the targets and why they are being used..
Make available, where necessary, special training for groups that have traditionally been discriminated against.
Make sure that all employees are aware of the policy
Don't:
Set targets that are unrealistically high.
Have a policy of positive discrimination.
Draw up a policy without holding discussions with trade union and other employee groups.
Offer flexible working and child care schemes solely to female employees.
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