• A Good D&I policy probably does not use the terms Diversity or Inclusion! See:

Why Diversity and Inclusion are impossible terms!

• A Good D&I policy is not rushed into existence. It requires some important considerations – these are offered at:

What does ‘Good D&I’ look like?

The process of policy evolution and production will necessarily take time, reflection, conversations and planning. Only when these are thought through and set out, possibly with a professional non-polarised consultant-facilitator, can a draft policy be created.

• A Good D&I policy is well-named, protects the organisation’s existing decision-making structures appropriately, and recognises the inherent conflicts that stakeholders or activists may come with.
• A Good D&I policy may be no D&I policy! If the organisation’s Values, Culture and Leadership already cover the appropriate ground then a bolt-on D&I policy is unnecessary. But it can be a good addendum to those documents. Note the organisation’s Values, Culture and Leadership statements may need updating – then there may or may not need to be a separate ‘D&I’ policy. Ideally it would not then be necessary.