Discrimination is a big deal, and here at [company name], we treat it as such. So, here, we’ll outline everything you need to know about what discrimination looks like, how to report it, and disciplinary actions.

This template provides a basic structure for your anti-discrimination policy. And it works as a starting point for building your company’s policy. We highly suggest adding, changing, or rearranging content to make it your own!
Discrimination is a big deal, and here at [company name], we treat it as such. So, here, we’ll outline everything you need to know about what discrimination looks like, how to report it, and disciplinary actions.
This policy applies to all employees, contractors, visitors, customers, and stakeholders.
Discrimination is any negative action or attitude directed toward someone because of protected characteristics, like race and gender. Other protected characteristics are:
Just as the name of the policy suggests, we have zero tolerance for discrimination of any kind.
We follow all laws regarding harassment and discrimination, including [Title VII of the Civil Rights act of 1964, Age Discrimination in Employment Act (ADEA) and Americans with Disabilities Act (ADA.)] Additionally, in no way do we allow derogatory/discriminatory language and behavior toward an employee or about gender, ethnicity, disability – anything.
Our anti-discrimination and anti-harassment policies go hand-in-hand. We will not tolerate any kind of discrimination that creates a hostile and unpleasant environment for employees, interns or volunteers.
This is not an exhaustive list, but here are some instances that we consider discrimination:
Employees who harass their colleagues will go through our disciplinary process and we may reprimand, demote or terminate them depending on the severity of their offense.
We recognize that sometimes discrimination is unintentional, as we may all have unconscious biases that could be difficult to identify and overcome. In case we conclude that an employee unconsciously discriminates, we will support them through training and counseling and implement processes that mitigate biases as we indicate in the next section. But, if this person shows an unwillingness to change their behavior, we may demote or terminate them.
We will not be lenient in cases of assault, sexual harassment or workplace violence, whether physical or psychological. We will terminate employees who behave like this immediately.
Actions to Prevent Discrimination
To ensure that our conduct and processes are fair and lawful, we:
We will also consider additional measures to prevent discrimination, like:
If you are the victim of discriminatory behavior (or if you suspect that others are being discriminated against,) please talk to HR (or your manager) as soon as possible. HR is responsible for hearing your claim, investigating the issue and determining punishment.
Punishment for discriminatory behavior depends on the severity of the offense. For example, inadvertently offending someone might warrant a reprimand. Conversely, willfully bypassing employees for promotion because of a protected characteristic will result in termination.
If you decide to make a claim to a regulatory body (e.g. the Equal Employment Opportunity Commission,) we are committed and bound by law not to retaliate against you.
HR is proactive and responsive about determining whether discrimination occurs. For example, we:
We will investigate all claims discreetly. We will never disclose who made a complaint to anyone or give out information that may help others identify that person (e.g. which department or role they work in.)
We should all strive to prevent and address discrimination. Be aware of your implicit biases and speak up whenever you or your colleagues are discriminated against. If you have any ideas on how we can ensure fairness and equality in our workplace, we are happy to hear them.
Have a question about this policy? Reach out to [HR contact].
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