Turnkey Policies for Inclusive, Equitable, and Accessible Workplaces - Reading Materials - Chapter 01: List of All Policies

Turnkey policies offer practical, ready-to-implement solutions that help organizations take meaningful steps toward achieving these goals. By adopting these policies, employers not only demonstrate a genuine commitment to DEI but also create a supportive, productive, and engaged workforce.

Here is a comprehensive list of turnkey policies organizations can implement to foster an inclusive, equitable, and accessible workplace. These policies are divided into four categories based on the maturity and depth of their inclusivity: Emerging, Developing, Advanced, and Exemplary.

🔥 Indicates policies that advance Indigenous reconciliation and align with the Truth and Reconciliation Commission’s Calls to Action.

1. Anti-Discrimination and Harassment Policy
   Outlines the organization’s stance against workplace discrimination and harassment, providing a clear process for reporting and addressing incidents.
2. Code of Conduct Policy
   Establishes behavioural standards and expectations for all employees, promoting a respectful and inclusive work environment.
3. Diversity and Inclusion Statement
   A public statement declaring the organization’s commitment to fostering diversity and inclusion within the workplace.
4. Equal Employment Opportunity (EEO) Policy
   Prohibits discrimination in hiring, promotions, and employment practices based on protected characteristics such as race, gender, age, and disability.
5. Flexible Work Arrangements Policy
   Provides options for flexible work hours, telecommuting, or remote work to accommodate diverse employee needs.
6. Indigenous Cultural Awareness and Sensitivity Training 🔥
   Provides mandatory training for all employees on Indigenous histories, cultures, and contemporary issues, including the legacy of residential schools.
7. Land Acknowledgment Policy 🔥
   Implements formal land acknowledgments at the beginning of meetings, events, and official communications, recognizing the traditional territories of Indigenous peoples where the organization operates.
8. Observance of National Indigenous Peoples Day 🔥
   Recognizes and celebrates National Indigenous Peoples Day (June 21) within the organization by organizing educational and engaging events.
9. Open-Door Policy
   Encourages open communication between employees and management, allowing employees to voice concerns without fear of retaliation.
10. Reasonable Accommodation Policy
    Ensures that employees with disabilities or special needs receive reasonable accommodations to perform their job effectively.
11. Religious and Cultural Observance Policy
    Allows employees to take time off for religious and cultural observances, with flexible options such as paid leave, unpaid leave, or flexible scheduling.

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1. Acknowledgment of Traditional Knowledge and Practices 🔥
   Recognizes and respects Indigenous knowledge systems, integrating them where appropriate into organizational practices and decision-making.
2. Dress Code Policy
   Implements a flexible dress code that allows employees to express their gender identity, cultural heritage, and personal style.
3. Employee Resource Groups (ERGs) Policy
   Supports the formation of for various groups (e.g., LGBTQ2+, women, BIPOC) to foster community, support, and inclusion.
4. Gender-Neutral Restroom Policy
   Provides gender-neutral restrooms to ensure all employees have safe and inclusive facilities.
5. Inclusive Recruitment and Hiring Policy
   Implements practices like blind recruitment, diverse hiring panels, and inclusive job postings to reduce bias in the hiring process.
6. Indigenous Cultural Leave Policy 🔥
   Provides paid or unpaid leave for Indigenous employees to participate in cultural, ceremonial, or community activities.
7. Indigenous Recruitment and Retention Policy 🔥
   Implements strategies to recruit, hire, and retain Indigenous employees, including internships, mentorship programs, and partnerships with Indigenous employment agencies.
8. Mental Health and Wellness Policy
   Supports employee mental health through resources like Employee Assistance Programs (EAPs) and mental health days.
9. Parental Leave Policy
   Offers paid parental leave for all parents, regardless of gender, including options for adoptive parents and same-sex couples.
10. Pay Equity Policy
    Conducts regular pay audits to ensure fair and equitable compensation for all employees, addressing any disparities based on gender, race, or other characteristics.
11. Training and Development Policy
    Mandates regular DEI training for all employees, including unconscious bias training, cultural competence, and anti-racism training.

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1. Accessible Workplace Policy
   Ensures that physical and digital workspaces are accessible to all employees, including compliance with accessibility standards and universal design principles.
2. Anti-Racism and Anti-Oppression Policy
   Actively addresses systemic racism and oppression within the organization, including the implementation of anti-racist practices and support mechanisms.
3. Bias Reporting and Resolution Policy
   Establishes a clear process for reporting, investigating, and resolving incidents of bias, discrimination, or harassment.
4. Equitable Career Development and Advancement Policy
   Provides equitable access to professional development, mentorship programs, and career advancement opportunities for all employees, with a focus on underrepresented groups.
5. Comprehensive Diversity and Inclusion Policy
   Outlines the organization’s strategic approach to DEI, including measurable goals, timelines, and regular reporting on progress.
6. Equitable Performance Evaluation Policy
   Uses standardized and bias-reducing evaluation criteria to ensure fair and equitable performance assessments for all employees.
7. Gender Transition and Inclusion Policy
   Supports employees undergoing gender transition with resources, privacy considerations, and flexible leave options.
8. Implementation of TRC Calls to Action Relevant to Business 🔥
   Actively responds to the TRC’s Calls to Action directed at corporate Canada, such as providing education on Indigenous issues and eliminating employment gaps.
9. Indigenous Languages Support Policy 🔥
   Promotes the preservation and use of Indigenous languages within the organization where applicable, encouraging the use of Indigenous place names.
10. Partnerships with Indigenous Communities 🔥
    Establishes long-term partnerships with local Indigenous communities for mutual benefit, including community development projects and joint ventures.
11. Supplier Diversity Policy
    Promotes supplier diversity by engaging with and supporting businesses owned by women, minorities, Indigenous peoples, persons with disabilities, and other underrepresented groups.
12. Indigenous Supplier Diversity Policy🔥
    Commits to procuring goods and services from Indigenous-owned businesses, thereby supporting economic development in Indigenous communities.

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1. Advocacy and Leadership in Reconciliation Efforts 🔥
   Takes a leadership role in promoting reconciliation beyond the organization, advocating for Indigenous rights and collaborating on policy development.
2. Allyship and Advocacy Policy
   Encourages allyship within the organization, offering training, resources, and opportunities for employees to advocate for equity-deserving groups.
3. Comprehensive Accessibility Policy
   Goes beyond compliance to proactively eliminate barriers and ensure full accessibility in all aspects of the workplace, including physical, digital, and attitudinal.
4. Comprehensive Indigenous Reconciliation Action Plan 🔥
   Develops and implements a detailed plan outlining the organization’s commitment to reconciliation, with clear goals, actions, and accountability measures.
5. Continuous Improvement Policy
   Commits to ongoing evaluation and refinement of DEI policies, practices, and strategies, informed by regular feedback from employees, stakeholders, and the broader community.
6. Corporate Equity Index (CEI) Implementation Policy
   Adopts a comprehensive Corporate Equity Index to measure, track, and report on the organization’s progress in advancing DEI, accessibility, anti-racism, and reconciliation.
7. Diversity and Inclusion Reporting Policy
   Implements transparent reporting on DEI metrics and progress, including annual diversity reports and public accountability.
8. Economic Reconciliation Policy 🔥
   Commits to supporting economic reconciliation by investing in Indigenous communities, businesses, and economic development initiatives.
9. Education and Training on the History of Indigenous Peoples 🔥
   Provides extensive education to all employees about the history of Indigenous peoples in Canada, including the impact of colonization and residential schools.
10. Equity, Diversity, and Inclusion Strategic Plan
    Develops a multi-year strategic plan with specific, measurable DEI objectives, actions, and accountability mechanisms, integrated into the organization’s overall strategy.
11. Global Diversity and Inclusion Policy
    Recognizes and accommodates global diversity, including cultural and legal differences, for organizations operating in multiple regions.
12. Holistic Well-being Policy
    Provides a holistic approach to employee well-being, including mental, physical, financial, and social health, with tailored support for diverse employee needs.
13. Inclusive Leadership Policy
    Mandates inclusive leadership training for all leaders and managers, ensuring they are equipped to lead diverse teams effectively and promote an inclusive culture.
14. Indigenous Governance Inclusion Policy 🔥
    Includes Indigenous representation in governance structures, such as board membership or advisory councils.
15. Policy on Commemoration of Indigenous Histories and Cultures 🔥
    Supports initiatives that commemorate and celebrate Indigenous histories, cultures, and contributions, both within the organization and the broader community.

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Accessibility
The design of products, devices, services, or environments to ensure equitable access for individuals with disabilities or diverse needs. In the workplace, this includes physical access, digital accessibility, communication support, and inclusive policies that remove barriers.

Accommodations
Adjustments or modifications provided by an employer to enable individuals with disabilities or specific needs to perform their job duties. This includes changes to work schedules, physical spaces, or equipment.

Advocacy
Active support for a cause or policy. In DEI, this refers to supporting the rights and inclusion of marginalized groups both within and outside the organization.

Allyship
A lifelong process of building relationships based on trust, consistency, and accountability with individuals and/or groups marginalized by systems of oppression. In the workplace, it includes listening, self-education, and taking action to support others.

Anti-oppression
Strategies, theories, and actions that challenge and dismantle systems of oppression, including racism, sexism, ableism, colonialism, and others.

Anti-racism
Proactive measures and policies aimed at identifying, challenging, and changing the values, structures, and behaviours that perpetuate systemic racism.

Bias (unconscious)
Social stereotypes about certain groups of people that individuals form outside their conscious awareness. Unconscious bias can impact decision-making, particularly in hiring, promotion, and evaluation.

Career advancement equity
Ensuring all employees have fair access to mentorship, leadership development, and promotion opportunities, especially those from underrepresented groups.

Cultural competence
The ability to understand, communicate with, and effectively interact with people across cultures. It includes being aware of one’s own cultural worldview and developing positive attitudes toward cultural differences.

DEI (diversity, equity, and inclusion)
An integrated approach that recognizes and addresses differences (diversity), ensures fair treatment and access to opportunities (equity), and creates environments where all individuals feel respected and valued (inclusion).

Discrimination
Unjust or prejudicial treatment of different categories of people, especially on the grounds of race, age, sex, disability, religion, or other protected characteristics.

Diversity
The presence of differences, including but not limited to race, ethnicity, gender identity, sexual orientation, age, disability, religion, and socioeconomic status. In the workplace, it refers to varied backgrounds and perspectives among employees.

Economic reconciliation
A form of reconciliation focused on supporting Indigenous economic development through partnerships, procurement, employment, and capacity-building initiatives.

Employee Resource Groups (ERGs)
Voluntary, employee-led groups that foster a diverse, inclusive workplace aligned with organizational mission, values, and goals. ERGs provide peer support, mentorship, and advocacy for equity-deserving groups.

Equity
Fairness in treatment, access, and opportunity. Equity recognizes that individuals may need different resources or support to achieve equal outcomes and opportunities.

Gender-inclusive practices
Policies and behaviours that recognize and affirm all gender identities. This includes gender-neutral language, restrooms, and support for gender transition.

Harassment (workplace)
Unwelcome conduct based on protected characteristics that creates a hostile, intimidating, or offensive work environment. Harassment may be physical, verbal, or psychological.

Historically excluded groups
Communities that have experienced systemic marginalization, including Indigenous peoples, racialized communities, persons with disabilities, 2SLGBTQIA+ individuals, and others.

Inclusive leadership
Leadership that actively fosters an environment where all employees feel respected, heard, and able to contribute fully. Inclusive leaders model equity and challenge bias in decision-making.

Indigenous cultural awareness
Understanding and respecting the distinct cultures, histories, and experiences of First Nations, Inuit, and Métis peoples. Often implemented through mandatory training and cultural leave policies.

Indigenous governance inclusion
Ensuring Indigenous perspectives and leaders are included in the decision-making and governance structures of an organization.

Intersectionality
A framework that recognizes how different aspects of a person’s identity (e.g., race, gender, disability) intersect to create unique experiences of discrimination or privilege.

Inclusion
Creating environments in which all individuals are treated fairly and respectfully, have equal access to opportunities and resources, and can contribute fully to the organization’s success.

Land acknowledgment
A formal statement recognizing the traditional territory of the Indigenous Peoples on which an organization operates. It is an act of respect and a step toward reconciliation.

Mentorship (inclusive)
A structured relationship where a more experienced or knowledgeable person supports the development of a less experienced individual, particularly from underrepresented or equity-deserving groups.

Neurodiversity
The concept that neurological differences such as autism, ADHD, and dyslexia are natural variations of the human brain and should be recognized and respected as any other human variation.

Open-door policy
An approach where employees are encouraged to express concerns, provide feedback, or seek support from leadership without fear of reprisal.

Organizational culture
The values, beliefs, and behaviours that shape how work is done within an organization. Inclusive organizational culture prioritizes belonging, equity, and psychological safety.

Parental leave (inclusive)
Leave policies that provide equitable time off for all new parents, including adoptive parents and those in same-sex relationships, to care for and bond with a child.

Pay equity
The practice of compensating employees equally for work of equal value, regardless of gender, race, or other characteristics. Often ensured through regular pay audits.

Performance evaluation equity
The use of objective, standardized, and bias-aware criteria in employee evaluations to ensure fairness and minimize discrimination.

Policy maturity model
A four-tiered model used to classify DEI policies in organizations: Emerging, Developing, Advanced, and Exemplary. Each tier reflects a deeper integration of DEI practices.

Psychological safety
A work environment where individuals feel safe to take risks, voice ideas, and express concerns without fear of negative consequences.

Reconciliation
In the Canadian context, reconciliation refers to the ongoing process of establishing and maintaining respectful relationships between Indigenous and non-Indigenous peoples. In workplaces, this includes actions aligned with the Truth and Reconciliation Commission’s Calls to Action.

Self-identification
The voluntary disclosure of personal characteristics (e.g., ethnicity, gender identity, disability) to help organizations monitor equity efforts and promote diverse representation.

Supplier diversity
A strategic initiative to increase procurement from businesses owned by individuals from underrepresented groups, including women, racialized persons, Indigenous peoples, and persons with disabilities.

Systemic barriers
Policies, practices, and procedures that unfairly disadvantage certain groups and limit their access to opportunities or resources.

Truth and Reconciliation Commission (TRC)
A commission established in Canada to document the history and impact of the residential school system on Indigenous Peoples. Its 94 Calls to Action outline recommendations for all sectors, including business, to advance reconciliation.

Universal design
A design approach that ensures environments, products, and services are usable by all people, to the greatest extent possible, without the need for adaptation or specialized design.

Disclaimer

These sample policies are provided solely as general guidance and should not be interpreted or relied upon as legal advice. Links included in this resource were accurate and functional at the time of publication; if any link becomes inactive, please refer to the organization’s main corporate website for the most current information.