Which policy should an organization put in place to prevent discrimination?

The implementation of an anti-discrimination policy is essential for organizations to prevent discrimination. Such a policy establishes a clear commitment to fostering an inclusive and equitable work environment, outlining unacceptable behaviors and practices while providing a framework for reporting and addressing discrimination. It defines various forms of discrimination, including those based on race, gender, age, disability, and other protected characteristics, ensuring all employees understand their rights and the organization's stance on discriminatory practices.

This policy not only helps protect employees but also fosters a culture of respect and fairness within the organization. By recognizing and addressing potential biases, the anti-discrimination policy plays a critical role in promoting equal opportunities for all individuals, which is pivotal in maintaining workforce morale and productivity.

Other options, while related to specific aspects of workplace behavior, do not comprehensively address the broader issue of discrimination in the workplace. For example, a sexual harassment policy focuses solely on sexual misconduct, and an ADA compliance policy pertains specifically to accommodations for individuals with disabilities. The policy of not hiring protected class individuals is discriminatory in itself and contradicts the essence of creating a fair and equitable workplace.