Diversity Policy

When to Use This Skill

Use this skill when you need to:

• Draft a diversity, equity, and inclusion policy for your company
• Update an existing DEI policy with stronger commitments and accountability
• Create a DEI framework for a growing team or new organization
• Prepare DEI documentation for investor due diligence, partnerships, or compliance

DO NOT use this skill for individual bias training content, legal compliance audits, or HR complaint procedures. This is for policy documents that articulate organizational DEI commitments.

Core Principle

A DEI POLICY MUST CONTAIN SPECIFIC, MEASURABLE COMMITMENTS WITH ACCOUNTABILITY MECHANISMS — VAGUE STATEMENTS OF SUPPORT WITHOUT ACTION PLANS ARE PERFORMATIVE.

Phase 1: Brief

Gather context before drafting. Every policy must reflect the specific organization.

Required Inputs

Present the brief summary and wait for confirmation.

GATE: Do not proceed until the user confirms the brief.

Phase 2: Outline

Structure the policy document with clear sections.

Standard Policy Sections

1. Purpose and Vision Statement — why DEI matters to this specific company
2. Scope — who and what the policy covers
3. Definitions — clear definitions of diversity, equity, inclusion, and belonging
4. Commitments by Area — specific commitments for each priority area
5. Programs and Initiatives — concrete actions, not just promises
6. Accountability and Measurement — who owns it, how progress is tracked
7. Reporting and Feedback — how employees raise concerns or suggestions
8. Review Cadence — when the policy is reviewed and updated

GATE: Present the outline and wait for approval before writing the full policy.

Phase 3: Write

Draft the complete policy following these rules.

Writing Rules

• Use specific, measurable language ("We will track demographic data quarterly" not "We value diversity")
• Include at least one concrete initiative per priority area
• Name the accountability owner for each commitment (role, not person name)
• Set timelines — annual reviews minimum
• Write in plain language accessible to all employees
• Avoid legal jargon unless jurisdiction requires specific phrasing

Commitment Examples by Area

Hiring: Diverse candidate slates, structured interviews, blind resume review Pay Equity: Annual compensation audits, transparent salary bands Culture: Employee resource groups, inclusive meeting practices, holiday recognition Supplier Diversity: Percentage targets for diverse-owned vendors Accessibility: Digital accessibility standards, accommodation processes

Phase 4: Polish

Final Deliverables

1. Complete policy document — formatted for the stated audience
2. Implementation checklist — 30/60/90 day action items to activate the policy
3. Communication template — announcement message introducing the policy to the team
4. Annual review template — questions and metrics to evaluate at each review cycle

Compliance Note

Add a disclaimer that the policy should be reviewed by legal counsel for jurisdiction-specific compliance. This skill produces a business framework, not legal advice.

Example 1: Small Startup (10 people, tech, hiring focus)

Commitment excerpt:

• All job postings reviewed for inclusive language before publishing
• Minimum 2 sourcing channels targeting underrepresented candidates per role
• Structured interview scorecards used for every hire
• Quarterly team discussion on inclusion practices (30 minutes, facilitated)

Example 2: Growing Agency (40 people, creative industry, culture focus)

Commitment excerpt:

• Launch 2 employee resource groups by Q2
• Inclusive meeting guidelines distributed and practiced (round-robin input, async options)
• Annual anonymous inclusion survey with results shared company-wide
• DEI budget line item: $5,000/year for training and events

Anti-Patterns

• Vague virtue signaling — "We believe in diversity" with zero action items is worse than no policy. Every statement needs a corresponding commitment.
• Copy-paste from big corporations — a 10-person startup does not need the same framework as a Fortune 500. Scale appropriately.
• No accountability owner — if nobody owns it, nobody does it. Assign a role to every commitment.
• One-and-done mentality — a policy without review cadence becomes stale. Build in annual reviews minimum.
• Ignoring intersectionality — diversity is not one dimension. Address multiple facets in the commitments.

Recovery

• User uncomfortable with DEI language: Reframe around "building the best team" and "removing barriers to great work." The substance matters more than the label.
• Very small team (1-5): Focus on hiring practices and foundational culture norms. Skip programs that require critical mass.
• No budget for initiatives: Recommend zero-cost actions (inclusive language in postings, structured interviews, meeting norms). Many impactful practices are free.
• User wants legal compliance only: Clarify this skill produces business policy, not legal documents. Recommend legal review and focus the draft on exceeding minimums.