Equal Opportunity policy template
A comprehensive policy supporting compliance with Fair Work and anti-discrimination legislation. Covers all protected attributes, types of discrimination, reasonable adjustments and complaint processes.
Equal opportunity policy
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What is an equal opportunity policy?
An Equal Opportunity policy outlines your organisation's commitment to treating all employees, job applicants and stakeholders fairly, regardless of their personal characteristics. It's a legal requirement under Australian anti-discrimination laws.
The policy covers recruitment, training, promotion, and day-to-day treatment. It ensures decisions are based on merit and job requirements, not on protected attributes like age, gender, race, disability or family status.
Having a clear Equal Opportunity policy helps protect your business from discrimination claims and demonstrates your commitment to building a diverse, inclusive workplace. HR software can help you track policy acknowledgements and maintain compliant employee records.
Protected attributes under australian law
Characteristics you cannot discriminate against
Race & ethnicity
Protection against discrimination based on race, colour, national origin or ethnic background.
Sex & gender
Equal treatment regardless of sex, gender identity or intersex status.
Age
Protection for employees of all ages, young and old.
Disability
Reasonable adjustments and equal opportunities for people with disabilities.
Religion & belief
Respect for religious beliefs, practices and non-belief.
Family responsibilities
Protection for those with caring responsibilities, pregnancy and parental leave.
Other protected attributes include sexual orientation, marital status, political opinion, social origin, and trade union membership.
What's included in this template
Comprehensive coverage of equal opportunity requirements
Purpose & commitment
The organisation's commitment to equal opportunity and diversity.
Scope & application
Who the policy covers and when it applies.
Protected attributes
All characteristics protected under Australian law.
Types of discrimination
Direct, indirect discrimination and victimisation explained.
Reasonable adjustments
How we accommodate employees with disabilities.
Recruitment & selection
Fair hiring practices and merit-based decisions.
Training & development
Equal access to career development opportunities.
Complaint procedures
How to raise concerns about discrimination.
Review & acknowledgement
Policy maintenance and employee sign-off.
Understanding types of discrimination
Your policy needs to address different forms of workplace discrimination:
- Direct discrimination
Treating someone less favourably because of a protected attribute (e.g., not hiring someone because of their age)
- Indirect discrimination
Rules or practices that appear neutral but disadvantage people with certain attributes (e.g., requiring full-time availability that excludes parents)
- Victimisation
Treating someone badly because they made or supported a discrimination complaint
- Harassment
Unwelcome behaviour related to a protected attribute that creates a hostile environment
Who should use this template?
Every Australian employer needs an equal opportunity policy
Legal disclaimer
This template is designed to reflect Australian workplace standards and Fair Work principles at the time of publication. It is provided as a general guide only and does not constitute legal advice.
You should review and tailor this template to suit your business, industry, modern award, enterprise agreement and specific workplace circumstances. For complex situations or disputes, seek independent legal or HR advice.
Regulatory sources
This template is aligned with Australian workplace and anti-discrimination requirements.
Ready to promote equal opportunity?
Download our Equal Opportunity policy template and demonstrate your commitment to fair, inclusive employment practices.
Looking for more HR templates? Browse all behaviour & conduct templates
Equal opportunity policy FAQ
- Yes. This template provides a solid foundation, but you should tailor it to reflect your specific workplace, industry requirements, and any applicable modern award or enterprise agreement. Consider your business size, the nature of work performed, and any industry-specific regulations.
- Distribute the policy during onboarding for new employees and via email or team meetings for existing staff. Have employees sign an acknowledgement form confirming they have read and understood the policy. Using HR software with policy management can automate tracking of acknowledgements.
- Reasonable adjustments are changes to the work environment, duties, or conditions that enable a person with a disability to perform their role. Examples include modified equipment, flexible hours, or changed duties. Adjustments must be reasonable considering cost, practicality, and business impact. Learn more about disability discrimination protections.
- Age discrimination is prohibited under Australian law. Hiring decisions must be based on merit — skills, qualifications, and ability to perform the role. Age can only be considered where it is a genuine occupational requirement, such as legal age limits for certain licences.
- Report what you observed to your manager or HR department. You can also support the affected person by letting them know what you saw. Bystander intervention and reporting are important — witnesses are protected from victimisation when reporting discrimination in good faith.
Related guides
Learn more about implementing this policy
Related templates
Complement your Equal Opportunity policy with these related documents
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View templateDisclaimer
This document is a general HR template provided for informational purposes only. It is not legal advice and may not reflect the latest changes in legislation or apply to every workplace situation. RosterElf Pty Ltd and the template provider accept no liability for any loss arising from reliance on this document. Users should seek independent legal advice and customise the template to ensure it complies with all relevant laws, awards and workplace requirements.