Equality, Diversity & Human Rights Policy

What should an equality and diversity policy include?

An equality and diversity policy sets out how a care service treats people fairly (equality), values their differences (diversity) and respects human rights. It covers the people you support, their families, staff and visitors. It helps you meet the Equality Act 2010 and regulations 10 and 13, and CQC lists it among its registration documents.

The template is written for care homes, home care and supported living. Wording shifts by setting: a care home also controls shared spaces, menus and visiting, while home care staff work in people's own homes, where their culture and routines come first.

What this equality, diversity and human rights template covers

It opens with plain definitions of the 9 protected characteristics, direct and indirect discrimination, harassment and victimisation. It also explains the duty to make reasonable adjustments, which means taking reasonable steps so a disabled person is not put at a substantial disadvantage. You cannot charge them for it.

The policy statement then splits into five parts:

1. Equality in care, including faith, diet, dress, language and gender identity, with discriminatory abuse treated as a safeguarding concern

2. Human rights, with the articles of the Human Rights Act 1998 that matter most in daily care, such as the right to liberty

3. Equality at work, from fair hiring to positive action where the law allows

4. Harassment, including sexual harassment and harassment of staff by relatives or people who use the service

5. Raising a concern, and keeping equality data secure

When a local authority arranges or pays for care under the Care Act 2014, the provider counts as carrying out a public function. Ask your commissioners which contracts this covers.

How it protects staff

Employers must take reasonable steps to prevent sexual harassment of employees. In care, the template says, those steps include a harassment risk assessment for each setting, training and a safe way to report outside the line manager. When a person who uses the service harasses staff, the manager acts, supports the staff member and reviews the care plan, while taking account of that person's own needs, such as dementia or distress. Nobody is expected to put up with it.

Before you issue it

Name your equality lead and set out how staff report harassment. Check the dates for the Employment Rights Act 2025 changes, as they may move, and delete the service-type lines that do not apply.

People treated unfairly can use the Complaints Policy & Procedure, and staff can raise concerns through the Whistleblowing & Speak Up Policy. For respect in day-to-day care, pair it with the Dignity & Respect Policy.