Alex is Sprintlaw’s co-founder and principal lawyer. Alex previously worked at a top-tier firm as a lawyer specialising in technology and media contracts, and founded a digital agency which he sold in 2015.
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Diversity and inclusion aren’t just buzzwords anymore - they’re key to building a resilient, innovative and trusted Australian business. Whether you’re growing a startup, a professional services firm or a national brand, a clear diversity policy helps set expectations, reduce risk and signal to staff and customers that everyone belongs.
If you’re looking for a practical “diversity policy template Australia” guide, you’re in the right place. Below, we explain what a diversity policy is, what it should include, how to customise a template for your workplace, and the main Australian laws you need to keep in mind. You’ll also find complementary policies and documents that bring inclusion to life day-to-day.
With a thoughtful approach - and the right legal foundations - you can turn good intentions into action and create a workplace where people thrive.
What Is A Diversity Policy In Australia?
A diversity policy is a written commitment to creating and maintaining a workplace that respects and values different backgrounds, identities and experiences. In plain terms, it spells out how your business will prevent discrimination, promote equal opportunity and build an inclusive culture.
It’s a practical tool. A good policy doesn’t sit on a shelf - it links your values to everyday behaviour, sets responsibilities, and explains how concerns are raised and resolved. It also helps you show that you take your legal obligations seriously.
Importantly, a diversity policy supports the business case too. Inclusive teams are better at problem-solving, attract wider talent and often build stronger customer loyalty.
What Should Your Diversity Policy Include?
Every business is different, but most effective diversity and inclusion policies cover similar building blocks. Use the checklist below to shape your template and then tailor the detail to your industry, size and risk profile.
Core Elements To Include
- Purpose and Scope: Why diversity matters to your organisation and who the policy applies to (employees, contractors, casuals, volunteers, job applicants).
- Definitions: Clear explanations of terms like diversity, inclusion, equal opportunity, discrimination, harassment and bullying so everyone is on the same page.
- Statement of Commitment: A concise pledge to treat people fairly, provide equal access to work and development, and take reasonable steps to prevent discrimination and harassment.
- Objectives: Practical goals (for example, fair recruitment processes, flexible work options, accessibility improvements, cultural awareness initiatives, or inclusive leadership practices).
- Implementation Measures: Concrete steps such as inclusive job ads and selection criteria, bias-aware interview processes, reasonable adjustments for disability, flexible work arrangements and regular training (as a best-practice initiative).
- Legal Compliance: A short section confirming your policy aligns with applicable Australian anti-discrimination and workplace laws (more on this below).
- Roles and Responsibilities: Expectations for leaders, managers and team members - including how managers set the tone and address issues early.
- Reporting and Resolution: How to raise concerns, how they’re handled, protections against victimisation, and confidentiality.
- Monitoring and Review: How you track progress and when the policy will be reviewed or updated.
Sample Diversity And Inclusion Policy Template (Structure)
1. Purpose and Scope
This policy sets out ’s commitment to a diverse and inclusive workplace. It applies to all employees, contractors, volunteers and job applicants.
2. Definitions
“Diversity” includes differences in background, experience and identity (such as gender, age, disability, cultural background, First Nations identity, sexual orientation, religion and more). “Inclusion” means creating an environment where everyone feels respected, safe and able to contribute.
3. Our Commitment
will: (a) provide equal opportunity in recruitment, development and promotion; (b) take reasonable steps to prevent discrimination, harassment and bullying; (c) support flexible work where practicable; and (d) make reasonable adjustments to support accessibility.
4. Legal Framework
We comply with applicable federal and state anti-discrimination laws, general protections and work health and safety obligations.
5. Roles and Responsibilities
Leaders and managers must model inclusive behaviour, promote this policy and address issues promptly. All workers must treat others with dignity and respect.
6. Reporting and Support
Concerns can be raised confidentially with . Reports will be taken seriously, handled fairly and without victimisation.
7. Monitoring and Review
We will review this policy annually (or as laws change) and communicate updates to our team.
This structure is a starting point. You can expand sections to suit your sector or specific priorities (for example, accessibility standards, cultural safety or gender equity targets). If you’re compiling a broader pack of workplace rules, consider housing this policy inside a user-friendly Staff Handbook so staff can find everything in one place.
How Do You Customise A Diversity Policy Template?
Templates are useful, but the strongest policies reflect your real workplace. Here’s how to tailor yours without overcomplicating it.
1) Start With Where You Are
Take stock of your current practices. Look at hiring data, exit feedback, promotion and pay processes, accessibility of your premises and systems, and any complaints or hotspots. A short staff survey can surface quick wins.
2) Set Practical, Achievable Objectives
Aim for actions you can measure. For example, commit to accessible job ads, structured interview guides to reduce bias, or flexible working pilots. Keep objectives realistic and time-bound.
3) Embed Inclusion In Everyday Processes
Make inclusion part of how you recruit, onboard, manage performance and make decisions - not a standalone initiative. For recruitment, check your processes against illegal interview questions to reduce risk and improve candidate experience.
4) Co-Design With Your People
Share a draft with employees for feedback, including voices from underrepresented groups. Their perspectives will make the policy more practical and trusted.
5) Align With Your Contracts And Policies
Your employment documentation should work together. For example, your Employment Contract can reference your workplace policies, and you might maintain a standalone Anti-Discrimination And Harassment Policy with detailed reporting and investigation steps.
6) Train, Communicate And Refresh
Training is a best-practice way to embed your policy - it helps managers spot issues early and builds confidence across the team. Keep it practical and scenario-based. Revisit and refresh the policy as your business grows or regulations change.
Which Australian Laws Apply To Diversity And Inclusion?
Australian workplaces are covered by a mix of federal and state or territory laws. A diversity policy helps you put these obligations into practice, but it’s useful to know where the duties come from.
Federal Anti-Discrimination Laws
At the federal level, the Sex Discrimination Act 1984 (Cth), Racial Discrimination Act 1975 (Cth), Disability Discrimination Act 1992 (Cth) and Age Discrimination Act 2004 (Cth) prohibit discrimination on protected grounds. These laws apply nationally and sit alongside state and territory equal opportunity legislation.
State And Territory Equal Opportunity Laws
Each state and territory has its own anti-discrimination or equal opportunity legislation and regulator. If you operate across jurisdictions, ensure your policy and processes work nationally (and flag any local variations in your internal procedures if needed).
Fair Work Act (General Protections And Bullying)
The Fair Work Act 2009 (Cth) contains “general protections” that prohibit adverse action against a person because of certain attributes or workplace rights. It also provides avenues to address workplace bullying (for example, stop-bullying orders). While it’s not the core anti-discrimination statute, it is an important part of the framework for fair treatment at work.
Work Health And Safety (WHS) Duties
Psychosocial hazards such as bullying and harassment are WHS risks. Employers must take reasonably practicable steps to provide a safe working environment, which includes managing behaviours and systems that could harm psychological health. Your diversity policy should sit alongside safety initiatives and broader conduct standards.
Recruitment And Equal Opportunity
Your hiring and promotion practices should be merit-based and free from unlawful discrimination. Review job criteria, advertising channels and selection methods to reduce bias. Steering clear of prohibited questions is essential - the guidance on illegal interview questions is a helpful reference when training your hiring managers.
Privacy And Data
If you collect personal information about candidates or employees (including diversity data), handle it lawfully. A clear Privacy Policy and sensible data minimisation practices help you manage confidentiality and meet your obligations under the Privacy Act 1988 (Cth) if it applies to your organisation.
Modern Awards And Enterprise Agreements
Modern awards and enterprise agreements set minimum employment conditions in many industries. While they don’t generally mandate diversity training, they may interact with flexible work, consultation and other processes that support inclusion. If awards apply to your staff, it can be useful to understand your obligations around modern awards and align your internal policies accordingly.
What Other Policies And Documents Support An Inclusive Workplace?
A diversity policy is just one part of a robust framework. The documents below work together to make inclusion routine, not reactive.
- Anti-Discrimination And Harassment Policy: Sets out prohibited conduct, reporting channels, triage and investigation steps, and protections against victimisation. Many businesses keep this as a detailed companion to the diversity policy. See Anti-Discrimination And Harassment Policy.
- Employment Contract: Clarifies expectations, references your workplace policies and sets behavioural standards. A solid Employment Contract reduces ambiguity and supports fair management.
- Workplace Policy Or Staff Handbook: Brings key policies together, making it easier for managers and staff to find the rules that apply. A concise Workplace Policy suite or a full Staff Handbook keeps everything consistent.
- Whistleblower Policy: Encourages people to speak up about serious wrongdoing and explains how reports are handled. A clear Whistleblower Policy can bolster trust alongside your reporting and grievance processes.
- Privacy Policy And Collection Notice: If you collect any personal information for HR or reporting purposes, a visible Privacy Policy and appropriate collection notices help you explain what you gather and why.
- Complaint Handling And Investigation Procedures: Detailed internal procedures (sometimes annexed to your policies) set out how complaints are triaged, timelines, confidentiality safeguards and communication to parties. Where issues escalate, employers should also be prepared to manage workplace harassment and discrimination claims appropriately.
Not every organisation will need every document upfront. Start with the essentials, then build your framework as you grow and your risk profile changes.
Practical Tips To Bring Your Policy To Life
- Lead from the top: Senior leaders should model inclusive behaviour and speak openly about expectations.
- Keep training practical: Short, scenario-based sessions are more memorable than long lectures.
- Review decisions, not just intentions: Track outcomes in recruitment and promotion to spot patterns and refine processes.
- Make it easy to raise concerns: Offer multiple reporting channels (including anonymous options where appropriate) and communicate how issues are handled.
- Refresh and communicate: Update your policy as laws evolve or your business changes, and re-share it during onboarding and at regular intervals.
Key Takeaways
- A diversity policy is a clear, practical commitment to inclusion that sets expectations, assigns responsibilities and explains how concerns are handled.
- Strong policies cover purpose, definitions, commitments, implementation steps, legal compliance, reporting and review - then tailor the detail to your industry and size.
- Australia’s framework includes federal and state anti-discrimination laws, Fair Work general protections and WHS duties; your policy helps you put these duties into practice.
- Complement your diversity policy with an Anti‑Discrimination And Harassment Policy, an Employment Contract, a Staff Handbook, a Privacy Policy and clear procedures for reporting and investigations.
- Training and communication are best-practice ways to embed inclusion - review your policies regularly and align them with applicable modern awards and workplace processes.
- Customising a template and getting legal input early will help ensure your policy is compliant, practical and genuinely supports your team.
If you’d like a consultation on drafting or reviewing a diversity policy template for your Australian business, you can reach us at 1800 730 617 or team@sprintlaw.com.au for a free, no-obligations chat.
