Policy design through an intersectional lens: Update existing policies to explicitly protect LGBTQ+ employees, people with disabilities, and caregivers. Use inclusive language that respects pronouns, names, and identities.

Core components: anti-harassment language, reporting channels, confidentiality, prompt investigations, and remedies. Include flexible accommodations and accessibility requirements in the policy text.

Practical steps: Involve employee resource groups, legal/compliance review, and accessibility experts. Pilot changes, gather feedback, and align with training content in this chapter.

Implementation: Publish the updated policy with clear guidance on who to contact, how to report, and the expectations for managers. Ensure multilingual or accessible formats where needed.