Strong workplace policies are essential to creating an environment where women are safe, supported, treated fairly, and able to progress, and they turn inclusion from a statement of intent into clear, accountable action.

 Core Workplace Policies

  • Equal Opportunities and Inclusion Policy Sets the standard for fair treatment in recruitment, promotion, pay, training, and day to day management.
  • Anti Harassment and Bullying Policy Covers sexual harassment, bullying, intimidation, and inappropriate behaviour, with clear reporting and investigation routes.
  • Dignity at Work Policy Reinforces respectful behaviour expectations and creates a culture where poor conduct is dealt with early.
  • Grievance Policy Gives a clear, safe process for raising concerns confidentially and without fear of retaliation.
  • Whistleblowing Policy Allows staff to report serious concerns, including misconduct or discrimination, with protection from victimisation.

Recruitment, Progression and Pay Policies

  • Fair Recruitment and Selection Policy Standardises hiring processes, interview scoring, and selection criteria to reduce bias.
  • Promotion and Career Development Policy Sets transparent criteria for progression, acting up opportunities, and access to leadership roles.
  • Learning and Development Policy Ensures fair access to training, mentoring, chartership support, and development pathways.
  • Equal Pay Policy Commits to regular pay reviews and action where unjustified gaps exist.
  • Pay Transparency Guidance Defines how pay bands, salary decisions, and pay progression are communicated.

Family and Caring Support Policies

  • Maternity Policy Covers leave, pay, handovers, keeping in touch days, and return arrangements clearly.
  • Shared Parental Leave Policy Supports balanced parenting responsibilities and reduces stigma around caring roles.
  • Adoption Leave Policy Ensures adopted families receive equivalent support.
  • Pregnancy and Maternity at Work Policy Covers risk assessments, adjustments, medical appointments, and protections during pregnancy.
  • Return to Work Policy (Parental Leave) Includes phased return options, role reintegration, workload management, and manager guidance.
  • Carers Policy Supports employees caring for children, parents, or dependants with flexibility and practical support.

Flexibility and Wellbeing Policies

  • Flexible Working Policy Covers hybrid work, part time options, adjusted hours, job share, and flexible start and finish times.
  • Menopause Policy Provides awareness, manager guidance, workplace adjustments, and support routes without stigma.
  • Menstrual Health and Wellbeing Guidance Helps normalise conversations and supports reasonable adjustments where needed.
  • Health and Wellbeing Policy Includes mental health support, stress management, and access to support services.
  • Domestic Abuse and Violence Support Policy Provides confidential support, safety planning, leave options, and signposting to external help.

Safety and Practical Workplace Policies

  • Lone Working and Personal Safety Policy Important for site work, travel, client visits, and out of hours working.
  • Workplace Adjustments Policy Sets out how staff can request temporary or permanent adjustments for health, pregnancy, caring, or wellbeing reasons.
  • Uniform and PPE Policy (Inclusive Fit and Sizing) Critical in construction and engineering. Women must have properly fitting PPE and workwear, not smaller men’s sizes.
  • Site Welfare and Facilities Standard Ensures access to clean toilets, changing facilities, sanitary provision, and suitable welfare arrangements on sites.
  • Business Travel and Events Policy Covers safe travel, overnight stays, alcohol expectations, and reporting routes for concerns at events.

Culture, Leadership and Accountability Policies

  • Zero Tolerance Conduct Policy Makes the company position explicit on harassment, discrimination, retaliation, and repeated low level misconduct.
  • Inclusive Leadership Expectations (Manager Standard) Sets out what managers are expected to do in practice, not just what HR says on paper.
  • Mentoring and Sponsorship Framework Formalises support for career growth, visibility, and progression into senior roles.
  • Employee Network Policy / Terms of Reference Supports Women’s Networks with a clear remit, leadership sponsorship, time allocation, and governance.
  • Reporting and Monitoring Framework
    Tracks hiring, promotion, retention, pay, complaints, training access, and engagement by gender so action is evidence based.