10 Polices to Create a Better Workplace For Women

Women are exceptional and influential leaders and change-makers, yet they are denied opportunities, recognition and advancements. Many barriers and biases have declined over the years, but gender stereotypes continue to create problems in the progress of women’s careers.

Here are the essential policies that will help you in creating a better workplace for women.

1. Diversity, Equity & Inclusion: A Diversity, Equity & Inclusion policy is the first step towards creating an inclusive workplace with diversity and equity. A DEI policy will declare the responsibility of an organization in building and maintaining a diverse, respectful workplace, free from all forms of harassment in which the dignity and self-respect of every person are valued.
Empowered women
2. Pay Equity Policy: Pay Equity means compensating employees the same when they perform the same or similar job duties. The purpose of this policy is to demonstrate an organization’s dedication to Pay Equity, or providing equal pay for equal work, as legislated under the Employment Standards Act, 2000 (ESA).

3. Hiring Policy: A hiring policy is a statement on how you hire. It outlines your organization’s preferred hiring practices and outline the processes the organization will follow to ensure its hiring practices are fair, consistent, equitable, in line with all applicable legislation such as the provincial law, and the Employment Standards Act, and committed to the principles of equality and diversity in the workplace.

4. Workplace Anti-harassment Policy: An anti-harassment policy expresses your commitment to maintaining a workplace that’s free of harassment, so your employees feel safe and happy. The percentage of women among workplace harassment victims is very high compared to men. The anti-harassment policy ensures that the workplace is free of all sorts of harassment, bullying, and discrimination.

5. Protected Leaves Policy: The purpose of this policy is to outline the job-protected leaves employees have a right to take under the ESA so that employees know their rights, and the organization manages employee leave in a fair and consistent manner. Some examples of protracted leave include Parental Leave, Child Dealth Leave and Critical Illness Leave.

6. Social Media Policy: Along with setting guidelines to maintain a positive image on the social media platforms, a social media policy helps an organization in preventing any harm to the organization, its employees, clients, or other involved parties that can arise if social media channels are misused, misrepresented, or abused in a way. As per the policy, the organization will have a zero-tolerance policy for any form of discriminatory comments based on gender identity, race, age, religion, ethnicity, sexual orientation, disability, or any other legally-recognized protected status.

7. Workplace Anti-violence: The purpose of this policy is to show that an organization is committed to providing a healthy, safe, and supportive work environment that is free from workplace violence and will not tolerate any such incidents that are perpetuated by or against an employee, client, volunteer, vendor, or visitor.

8. Code of Conduct: The purpose of this policy is to outline an organization’s expectations when it comes to the behaviour and conduct of its employees. Employees of the organization are expected to behave in a professional and courteous manner toward the organization, fellow employees, our clients, and the public at all times.

9. Right to Disconnect: The recently introduced Right to Disconnect Policy is to state that an organization is committed to ensuring that its employees are able to maintain an appropriate work/life balance and fulfill their family responsibilities.

10. Human Rights and Discrimination Policy: The Human Rights and Discrimination Policy of an organization states that it is committed to upholding the Human Rights of all its employees. Specifically, the organization will ensure that every employee has a right to equal treatment under the protected grounds and aspects of employment established by law.

– HR Covered Inc.
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