Sample nondiscrimination policy


This policy is designed to make sure that our workplace is free of discrimination and harassment. We are committed to providing a work environment that is inclusive and respectful. This policy applies to all employees, contractors, interns, and volunteers. We do not tolerate discrimination or harassment of any kind, including but not limited to, race, color, religion, sex, national origin, age, sexual orientation, gender identity or expression, disability, veteran status, or any other protected characteristic.

What is a nondiscrimination policy?

A discrimination policy is a set of guidelines that an organization puts in place to prevent and address cases of discrimination. Discrimination policies typically address issues such as race, gender, age, religion, and disability. These policies can be put in place by companies, government agencies, and other organizations.

Why do I need a nondiscrimination policy?

As an employer, you are responsible for making sure that your workplace is free from discrimination and harassment. A well-written nondiscrimination policy can help you do that.

A nondiscrimination policy is a statement by an employer that it will not discriminate against employees or applicants for employment on the basis of certain characteristics, such as race, color, religion, sex, national origin, age, and disability.

A nondiscrimination policy can also state that the employer will not tolerate harassment of employees or applicants on the basis of these protected characteristics.

An effective nondiscrimination policy will:
-Make it clear that discrimination and harassment are not tolerated in your workplace;
-Set out the procedures that employees should follow if they believe they have been discriminated against or harassed; and
-Include a statement that employees who engage in discrimination or harassment will be subject to disciplinary action.

The Policy

Who does the policy apply to?

The policy applies to all members of the school community including administrators, teachers, support staff, parents/caregivers, students and visitors to the school.

What does the policy prohibit?

The policy prohibits discrimination on the basis of race, color, national origin, religion, sex, gender identity (including gender expression), sexual orientation, age, marital status, veteran status, or disability in any of its programs or activities.

What are the consequences for violating the policy?

There are a few possible consequences for violating the policy. The most likely consequence is that you will be asked to leave the premises. If the violation is more serious, you may be subject to arrest.

Implementing the Policy

It is the policy of [Employer] to provide equal employment opportunity (EEO) to all persons regardless of race, color, religion, sex, national origin, age, disability, or status as a protected veteran. [Employer] prohibits discrimination in all aspects of employment, including recruitment, hiring, placement, promotion, termination, compensation, and training. This policy applies to all employment practices and actions, including but not limited to recruitment, application and interview processes, promotions, transfers, demotions, layoffs, terminations, and benefits.

How do I create a nondiscrimination policy?

When creating a nondiscrimination policy, there are a few key points to keep in mind:

  • Clearly state that the company does not discriminate on the basis of race, color, religion, sex, national origin, disability, or any other protected characteristic.
  • Incorporate language from federal and state laws prohibiting discrimination.
  • Create a reporting process for employees to report instances of discrimination.
  • Include a statement that retaliation against employees who report discrimination is prohibited.
  • Explain how the policy will be enforced.
    How do I communicate the policy to employees?
    Your employees should be aware of your company’s policy against discrimination and harassment from the first day of their employment. You can do this by including information about the policy in your employee handbook or manual and requiring all new employees to read and sign it. You should also provide periodic training on the policy for all employees, and make sure that you reinforce the message that discrimination and harassment will not be tolerated in your workplace.
    How do I enforce the policy?

    Your organization might have a policy in place, but it is only as good as its enforcement. A policy cannot properly function if it is not being adhered to by employees. There are a few different ways you can go about enforcing your company’s cell phone use policy.

One way to help ensure employees are following the policy is to lead by example. If you as the manager or owner are adhering to the rules set forth in the policy, your employees are more likely to do the same. Another way to encourage employees to follow the policy is to have regular check-ins and reminders. This might mean having periodic meetings to go over the policy or sending out reminder emails or memos.

You might also want to consider giving employees who follow the policy a reward of some sort, such as a gift card or extra vacation days. Conversely, you could punish those who violate the policy by deducting points from their employee performance review or giving them a formal warning.

Ultimately, it is up to you to decide what enforcement methods will work best for your organization and your employees.


Prohibiting discrimination in the workplace is the law, and it’s the right thing to do. Nondiscrimination policies communicate to employees that they will be evaluated on their job performance, not on personal characteristics. If you’re developing a nondiscrimination policy for your workplace, here are some resources to help.

Where can I find more information about nondiscrimination policies?

There are a number of resources available to help you learn more about nondiscrimination policies, including:

-The U.S. Equal Employment Opportunity Commission’s (EEOC) website offers information about Title VII of the Civil Rights Act of 1964, which prohibits employment discrimination based on race, color, religion, sex, or national origin.
-The EEOC also offers information about the Americans with Disabilities Act (ADA), which prohibits discrimination against people with disabilities in employment, transportation, public accommodations, communications, and other areas of daily life.
-The Department of Justice’s (DOJ) Civil Rights Division website provides information about the Civil Rights Act of 1964 and other federal laws that prohibit discrimination.
-The DOJ’s Office of Fair Housing and Equal Opportunity website offers information about the Fair Housing Act, which prohibits discrimination in housing and related transactions.

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