Equal
Opportunities Policy
1. Statement of Intent
1.1 Keynsham junior badminton club is fully
committed to the principles of the equality of opportunity and is responsible
for ensuring that no job applicant, employee or volunteer receives less
favourable treatment on the grounds of age, colour, disability, ethnic minority,
parental or marital status, nationality, religious belief, social status and
sexual preference.
1.2 The club will ensure that there will be open
access to all those who wish to participate in the sport and that they are
treated fairly.
2. Purpose of the Equity
Policy
2.1 The club recognises that certain sections of
the community have been affected by past discrimination and may be denied the
opportunity to participate equally and fully in the sport at all levels.
2.2 The club will take steps to prevent
discrimination or other unfair treatment for its members and volunteers.
3. Legal Requirements
The club is required by law not to discriminate against its members and
recognises its legal obligations under the following Acts:
Equal Pay act 1970
Sex Discrimination Act 1975
Race Relations Act 1976
Disability Discrimination Act 1995
Rehabilitation of Offenders Act 1974
4. Types of Discrimination
4.1 Discrimination can take the following forms:
4.1.1 Direct Discrimination
This means treating someone
less favourably than you would treat others in the same circumstances.
4.1.2 Indirect
Discrimination
This occurs when a job
requirement or condition is applied equally to all, which has a disproportionate
and detrimental affect on one sex or racial group because fewer of that group
can comply with it and the requirement cannot be justified in relation to the
job.
When decisions are made about an individual, the only personal characteristics
taken into account will be those which, as well as being
consistent with relevant legislation, are necessary to the proper performance of
the work involved.
4.1.3 Harassment
Harassment can be described as inappropriate actions, behaviour, comments or
physical contact that is objectionable or causes offence to the recipient. It
may be of a sexual or racial nature or it may be directed towards people because
of their age, their sexuality, a disability or some other characteristic.
The club is committed to ensuring that its, members and
players are able to conduct their activities free from harassment or
intimidation.
The club regards discrimination and harassment, as described above, as serious
misconduct and any member of the club, participant or
volunteer who discriminates against any other person will be liable to
appropriate disciplinary action (as outlined in the clubs Disciplinary Policy).
4.1.4
Victimisation
When
someone is treated less favourably than others because he or she has
taken action against the Association under one of the relevant Acts (as
previously outlined) or provided information about such discrimination.
5.
Implementation
5.1 A copy of this document will be
available to all staff, members and volunteers of the club.
5.2 All members have responsibilities
to respect, act in accordance with and thereby support and promote the spirit
and intentions of the policy.
5.3 The club will take measures to
ensure that its advertising practices are non-discriminatory.
5.4 No applicant will be placed at a
disadvantage by requirements or conditions which are not necessary to the
performance or which constitute unfair discrimination.
5.5 A planned approach will be adopted
to eliminate barriers which discriminate.
5.6 Ensure that consultants and
advisors used by the club can demonstrate their commitment to the principles and
practice of equity.
6. Positive Action
6.1 The club may take positive action or introduce special
measures for any group which is currently under-represented in its membership,
representative bodies or workforce.
7. Monitoring and Evaluation
The club will regularly monitor and evaluate the policy,
practices, procedures and operations on an ongoing basis and will inform
members of its impact.
7.2 The Committee has the overall
responsibility for the implementation of the Equal Opportunities Policy.
7.3 The Committee is responsible for
ensuring that this Equal Opportunities Policy is followed and to deal with any
actual or potential breaches.
8 Disciplinary and Grievance Procedures
8.1 To safeguard individual rights under
the policy, an employee who believes he/she has suffered inequitable treatment
within the scope of the policy may raise the matter through the appropriate
grievance procedure.
8.2 Appropriate disciplinary action will
be taken against any member who violates the clubs Equal Opportunities Policy.
8.3 The club is concerned that
individuals feel able to raise any grievance and no member will be penalised for
doing so unless it is untrue and not made in good faith.
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