As a club we have an equal opportunities policy as below
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 DiscriminationThis 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.
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 DiscriminationThis 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.