Beyond Compliance: How HR Policy Reviews Can Drive Culture Change

HR policies are often seen as administrative tools designed to ensure compliance with legal standards. While compliance is critical, this narrow view overlooks the broader impact these policies can have, especially in schools. In this article our HR Consultant Ilaria Cortesi argues that when thoughtfully crafted and regularly reviewed, HR policies become strategic tools that help shape culture, reinforce values, and foster inclusion and belonging.

For international schools, where cultural, linguistic, and experiential diversity is the norm, aligning HR policies with principles of equity and inclusion isn’t just a best practice, it’s essential. This article explores how conducting HR policy reviews through a diversity, equity, and inclusion (DEI) lens can lead to meaningful and lasting cultural change.

1. Why Policy Reviews Matter

HR policies are more than just operational guidelines; they reflect what an institution values. In international schools, where mission statements often emphasize global citizenship, belonging, and well-being, policies should embody those ideals, not undermine them.

When HR practices align with an organization’s values, employee engagement and retention improve (Armstrong & Taylor, 2023). On the other hand, outdated or poorly designed policies can have the opposite effect. For instance, performance management processes that lack transparency or clarity can erode trust and damage morale. Regular policy reviews, conducted annually or biannually, ensure that policies remain relevant, inclusive, and reflective of the school’s evolving needs.

2. A DEI Lens in Policy

A DEI-informed policy review looks beyond language. It considers how policies are experienced by different groups, how they may reinforce structural inequities, and what barriers they unintentionally uphold. The goal is to move from a one-size-fits-all approach to one that centers fairness, flexibility, and belonging.

In practice, this involves:

• Reviewing language for clarity and inclusivity

• Ensuring consistency and fairness across employee groups

• Embedding flexibility to accommodate diverse needs

Consider, for instance, parental leave policies. Shifting from gendered terms like “maternity leave” to more inclusive language such as “parental leave” acknowledges the diversity of family structures found in international school communities. Offering flexible options, like phased returns or leave-sharing, can further promote equity and improve staff retention (Purdue University CLA-DEI Committee, 2022).

Grievance procedures are another area where inclusivity matters. Embedding neutral mediators or incorporating restorative practices helps ensure fairness and psychological safety, particularly in culturally diverse environments where power dynamics and communication styles may vary (Seale et al., 2018).

3. Getting Started

Launching a successful policy review requires structure, participation, and communication. A top-down revision may achieve compliance, but a collaborative process ensures alignment with school culture and staff expectations.

Where to begin:

• Set a review schedule: Annual or biennial reviews help keep policies current and relevant.

• Engage stakeholders: Include voices from faculty, operations, leadership, and where appropriate, students or parents, to ensure a broad range of perspectives.

• Communicate the purpose: Explaining why policies are being reviewed builds transparency and reduces resistance.

• Partner with an HR consultant: External experts can guide the process with fresh perspective, best practices, and cultural responsiveness.

• Seek legal review: For international schools operating across jurisdictions, ensuring compliance with local labor laws is essential and minimizes legal risk.

4. Common Pitfalls

Even with the best intentions, HR policy reviews can fall flat if they aren’t thoughtfully executed. One common misstep is relying on generic templates. While they might offer a starting point, policies that aren’t adapted to a school’s unique culture and context often result in inconsistencies between what’s written and how things actually operate (Adewale & Anthonia, 2016).

Another common issue is the use of overly technical or legalistic language. Policies should, of course, meet legal standards, but if staff struggle to understand them, they can’t act on them. Clear, accessible language builds understanding, accountability, and trust.

Finally, a policy is only as strong as its follow-through. Updating a procedure is just the first step. Without adequate training or communication, even the most well-crafted policies can be misunderstood or unevenly applied. For example, performance management policies that aren’t backed by clear guidance for leaders can create more confusion than clarity.

5. From Paper to Practice

The real impact of a policy isn’t in the document, it’s in how it’s lived out day to day. To close the gap between written guidelines and everyday behavior, schools need to align policy implementation with training, leadership development, and internal communication.

Leadership programs should model and reinforce core values such as equity, transparency, and accountability. Targeted training, especially on unconscious bias and inclusive leadership, can significantly strengthen fairness in hiring, evaluation, and disciplinary practices (Ethics & Compliance Initiative, 2024).

Communication is equally critical. Policy updates must be shared clearly and consistently, not buried in handbooks or announcements. Research shows that organizations with transparent HR practices experience up to a 76% increase in employee engagement (AIHR, 2024). When staff understand the “why” behind changes and feel included in the process, they’re far more likely to embrace and uphold them.

For international schools, HR policy reviews are more than a compliance exercise, they’re an opportunity to reflect, reset, and lead with purpose. When approached through a DEI lens, policy work becomes a powerful way to model the very values schools strive to instill in students: fairness, inclusion, and respect.

In an increasingly global and complex educational landscape, policy isn’t just paperwork, it’s a blueprint for how schools care for their people. With thoughtful review and intentional practice, HR policies can move beyond the administrative and become a foundational force for lasting cultural change.