WRT policies for HR including DEI, its a whole industry because every organisation thinks they are special and so a bog standard off the shelf policy won’t do.
Think about all the policy areas that have a statutory entitlement and on top you add occupational annual leave, sick leave, mat leave, shared parental leave etc. All policies start with the statutory entitlements and eligibility criteria. How different can a policy be. In this case changing rooms and toilets.
The “One for Scotland” model works but you need really good policy writers who understand the legal basis, case law as well as horizontal and vertical integration of policies. This gives you a policy that is about 80% suitable for all employers. The 20% is allowing the individual organisations to adapt for their business and work force. Again you need the expertise and knowledge to do this.
You would be amazed how many policy writers don’t think about pay, payroll and pensions.
However, in IBs case she had a live EDI issue and if there was no policy she or HR needed to give written guidance. Doing it verbally is classic slopey shoulders I.e. can’t pin it on me.