Instructions

• 1). Determine who the stakeholders are. It is beneficial for the top executive in the company and the human resources representative to collaborate on creating an anti-discrimination policy.
  
  
• 2). Review all relevant anti-discrimination laws. At minimum, an organization's anti-discrimination policy should prohibit the same conduct that anti-discrimination laws prohibit. Companies are responsible for ensuring that unlawful discrimination is not taking place within their organizations.
  
  
• 3). Decide whether the organization wants to extend protection to areas or persons that are not covered by federal, state, or local anti-discrimination laws.
  
  
• 4). Compose the first paragraph of the policy. This paragraph should state the purpose of the policy and speak to the organization's attitude toward and stand against discrimination. It should clearly state that the organization will not tolerate discrimination.
  
  
• 5). Contrive the second paragraph by listing the types of prohibited discrimination. This list should mirror the federal, state, and local laws, and add any other areas of protection the organization would like to extend. In addition, this paragraph should contain important definitions of words and phrases such as discrimination or religion.
  
  
• 6). Conclude the last paragraph by listing the procedure that will be followed if a person is found in violation of the anti-discrimination policy. This paragraph should also list who has the responsibility for carrying out the enforcement of the anti-discrimination policy.
  
  
• 7). Sign the policy. A personal signature sends the message that this is an important organizational policy.