# Diversity Policy > Writes diversity, equity, and inclusion policies with commitments, programs, accountability measures, and implementation timelines. Use when building or updating your company DEI framework. - Skill: `reaperinvest/diversity-policy` (Agent Skill) - Install (CLI): `npx skillmds@latest add reaperinvest/diversity-policy` - Raw SKILL.md: https://api.skillmd.com/api/skills/reaperinvest/diversity-policy/raw - Safety review: pending - Works with: Claude Code, Claude.ai, OpenAI Codex - Category: Coding & Dev Tools - Author: reaperinvest (https://skillmd.com/u/reaperinvest) - Updated: 2026-09-22 - Page: https://skillmd.com/skills/reaperinvest/diversity-policy --- # Diversity Policy ## When to Use This Skill Use this skill when you need to: - Draft a diversity, equity, and inclusion policy for your company - Update an existing DEI policy with stronger commitments and accountability - Create a DEI framework for a growing team or new organization - Prepare DEI documentation for investor due diligence, partnerships, or compliance **DO NOT** use this skill for individual bias training content, legal compliance audits, or HR complaint procedures. This is for policy documents that articulate organizational DEI commitments. --- ## Core Principle A DEI POLICY MUST CONTAIN SPECIFIC, MEASURABLE COMMITMENTS WITH ACCOUNTABILITY MECHANISMS — VAGUE STATEMENTS OF SUPPORT WITHOUT ACTION PLANS ARE PERFORMATIVE. --- ## Phase 1: Brief Gather context before drafting. Every policy must reflect the specific organization. ### Required Inputs | Input | What to Ask | Default | |-------|------------|---------| | **Company size** | "How many employees or team members?" | 1-20 (small business) | | **Industry** | "What industry are you in?" | General / tech | | **Current state** | "Do you have any existing DEI initiatives or policies?" | Starting from scratch | | **Priority areas** | "Which areas matter most? (hiring, pay equity, culture, supplier diversity, accessibility)" | Hiring and culture | | **Audience** | "Who will read this? (employees, public website, investors, partners)" | Internal employees | | **Legal jurisdiction** | "Where is your company based? (affects compliance language)" | United States | Present the brief summary and wait for confirmation. **GATE: Do not proceed until the user confirms the brief.** --- ## Phase 2: Outline Structure the policy document with clear sections. ### Standard Policy Sections 1. **Purpose and Vision Statement** — why DEI matters to this specific company 2. **Scope** — who and what the policy covers 3. **Definitions** — clear definitions of diversity, equity, inclusion, and belonging 4. **Commitments by Area** — specific commitments for each priority area 5. **Programs and Initiatives** — concrete actions, not just promises 6. **Accountability and Measurement** — who owns it, how progress is tracked 7. **Reporting and Feedback** — how employees raise concerns or suggestions 8. **Review Cadence** — when the policy is reviewed and updated **GATE: Present the outline and wait for approval before writing the full policy.** --- ## Phase 3: Write Draft the complete policy following these rules. ### Writing Rules - Use specific, measurable language ("We will track demographic data quarterly" not "We value diversity") - Include at least one concrete initiative per priority area - Name the accountability owner for each commitment (role, not person name) - Set timelines — annual reviews minimum - Write in plain language accessible to all employees - Avoid legal jargon unless jurisdiction requires specific phrasing ### Commitment Examples by Area **Hiring:** Diverse candidate slates, structured interviews, blind resume review **Pay Equity:** Annual compensation audits, transparent salary bands **Culture:** Employee resource groups, inclusive meeting practices, holiday recognition **Supplier Diversity:** Percentage targets for diverse-owned vendors **Accessibility:** Digital accessibility standards, accommodation processes --- ## Phase 4: Polish ### Final Deliverables 1. **Complete policy document** — formatted for the stated audience 2. **Implementation checklist** — 30/60/90 day action items to activate the policy 3. **Communication template** — announcement message introducing the policy to the team 4. **Annual review template** — questions and metrics to evaluate at each review cycle ### Compliance Note Add a disclaimer that the policy should be reviewed by legal counsel for jurisdiction-specific compliance. This skill produces a business framework, not legal advice. --- ## Example 1: Small Startup (10 people, tech, hiring focus) **Commitment excerpt:** - All job postings reviewed for inclusive language before publishing - Minimum 2 sourcing channels targeting underrepresented candidates per role - Structured interview scorecards used for every hire - Quarterly team discussion on inclusion practices (30 minutes, facilitated) ## Example 2: Growing Agency (40 people, creative industry, culture focus) **Commitment excerpt:** - Launch 2 employee resource groups by Q2 - Inclusive meeting guidelines distributed and practiced (round-robin input, async options) - Annual anonymous inclusion survey with results shared company-wide - DEI budget line item: $5,000/year for training and events --- ## Anti-Patterns - **Vague virtue signaling** — "We believe in diversity" with zero action items is worse than no policy. Every statement needs a corresponding commitment. - **Copy-paste from big corporations** — a 10-person startup does not need the same framework as a Fortune 500. Scale appropriately. - **No accountability owner** — if nobody owns it, nobody does it. Assign a role to every commitment. - **One-and-done mentality** — a policy without review cadence becomes stale. Build in annual reviews minimum. - **Ignoring intersectionality** — diversity is not one dimension. Address multiple facets in the commitments. --- ## Recovery - **User uncomfortable with DEI language:** Reframe around "building the best team" and "removing barriers to great work." The substance matters more than the label. - **Very small team (1-5):** Focus on hiring practices and foundational culture norms. Skip programs that require critical mass. - **No budget for initiatives:** Recommend zero-cost actions (inclusive language in postings, structured interviews, meeting norms). Many impactful practices are free. - **User wants legal compliance only:** Clarify this skill produces business policy, not legal documents. Recommend legal review and focus the draft on exceeding minimums.