Equality and Diversity Policy

Details
Created on Thursday, 16 February 2012 23:41
Last Updated on Monday, 11 November 2019 13:45

Last reviewed on 28 April 2019

This Equality and Diversity Policy shall be adopted by the SCA Executive Committee and all individual SCA volunteers, including SCA affiliated club staff and volunteers.

1.                     Statement of Intent

1.1                   The Scottish Croquet Association (SCA) is fully committed to the principles of equality of opportunity and is responsible for ensuring that no job applicant, employee, participant, volunteer, or member receives less favourable treatment on the grounds of age, gender, disability, race, ethnic origin, nationality, colour, parental or marital status, pregnancy, religious belief, class or social background, sexual preference or political belief.

1.2                   The SCA will ensure that there will be open access to all those who wish to participate in all aspects of sporting and leisure activities and that they are treated fairly.

2.                     Purpose of the Policy

2.1                   The SCA 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 sport at all levels.

2.2                   This policy has been produced to prevent and tackle any potential or current discrimination or other unfair treatment, whether intentional or unintentional, direct or indirect, against its employees, members and volunteers.

3.                     Actions

3.1                   The SCA will produce and maintain an action plan to ensure the intent of this policy is delivered.

3.2                   All areas of the organisation will be affected by this action plan, which will be incorporated into the overall business delivery plan, itself reviewed and updated on a regular basis as determined by the SCA’s business strategy.

3.3                   The SCA recognises that, in some cases, to achieve the principle of equality, unequal effort is required and, if appropriate, will consider positive action to tackle underrepresentation.

4.                      Legal Requirements

4.1                   The SCA is required by law not to discriminate against its employees, participants , volunteers or members, and recognises its legal obligations under, and will abide by the requirements of, the following:

  • Equal Pay Act 1970
  • Rehabilitation of Offenders Act 1974
  • Sex Discrimination Acts 1975, 1986 & 1999
  • Race Relations Act 1976 and the Race Relations Amendment Act 2000
  • Disability Discrimination Act 1995
  • Human Rights Act 1998
  • Children Act 1998
  • Employment Equality (Sexual Orientation) Regulations 2003
  • Employment Equality (Religion and Belief) Regulations 2003
  • Gender Recognition Act 2004
  • Civil Partnership Act 2004 
  • Employment Equality (Age) Regulations 2006
  • Equality Act 2010
  • Any later amendments to the above Acts and Regulations, or future Acts and Regulations that are relevant to the SCA.

4.2                   The SCA will seek to receive free legal advice from sportscotland (or equivalent sports body) each time the policy is reviewed to ensure it continues to comply with all legislation requirements.

5.                     Discrimination, harassment and victimisation

5.1                   Discrimination can take the following forms:

5.1.1                 Direct Discrimination. This means treating someone less favourably than you would treat others in the same circumstances.

5.1.2                 Indirect Discrimination. This occurs when a job requirement or condition is applied equally to all, which has a disproportionate and detrimental effect on one sector of society, because fewer from that sector can comply with it and the requirement cannot be justified in relation to the job.

5.1.3                 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.

5.2                   Harassment is described as inappropriate actions, behaviour, comments or physical contact that is objectionable or causes offence to the recipient. It may be directed towards people because of their gender, appearance, race, colour, ethnic origin, nationality, age, sexual preference, a disability or some other characteristic. The SCA is committed to ensuring that its employees, members, participants, and volunteers are able to conduct their activities free from harassment or intimidation.

5.3                   Victimisation is defined as when someone is treated less favourably than others because he or she has taken action against the SCA under one of the relevant Acts or Regulations (as previously outlined in Article 4.1) or provided information about discrimination, harassment or inappropriate behaviour.

5.4                   The SCA regards discrimination, harassment or victimisation, as described above, as serious misconduct and any employee, volunteer or member who discriminates against, harasses or victimises any other person will be liable to appropriate disciplinary action.

6.                     Responsibility, implementation and communication

6.1                   The following responsibilities will apply:

6.1.1                 The SCA Executive is responsible for ensuring that this Equal Opportunities Policy is followed and to deal with any actual or potential breaches.

6.1.2                 The SCA Chairman has the overall responsibility for the implementation of the Equal Opportunities Policy.

6.1.3                 A specific Officer of the SCA Executive, designated by the Chairman, has the overall responsibility for achieving the equity action plan as this will form part of their work programme.

6.1.4                 All employees, volunteers and members have responsibilities to respect, act in accordance with and thereby support and promote the spirit and intentions of the policy and, where appropriate, individual work programmes will be amended to include equity related tasks.

6.2                   The new or amended policy will be implemented immediately following the Executive agreement and will result in the following:

6.2.1                 A copy of this document will be available to all staff (both permanent and contract), members and volunteers of the SCA.

6.2.2                 The SCA will take measures to ensure that its employment practices are non-discriminatory.

6.2.3                 No job applicant will be placed at a disadvantage by requirements or conditions which are not necessary to the performance of the job or which constitute unfair discrimination.

6.2.4                 A planned approach will be adopted to eliminate barriers which discriminate.

6.3                   The new or revised policy will be communicated in the following ways:

6.3.1                 It will be part of the SCA triennial handbook, SCA website, or SCA annual yearbook and reference will be made to it in any codes of conduct.

6.3.2                 It will be covered in all staff and volunteer induction training.

6.3.3                 All members will be made aware of the policy’s existence when they join and a summary of any revisions will be published on the SCA website.

6.3.4                 At time of review, a mechanism will be put in place to allow all staff, members and volunteers to be part of the process.

7.                     Monitoring and Evaluation

7.1                   Once approved, the policy will apply for three years before a formal review takes place, unless any proposal to the SCA Executive, or legislation change, requires an interim review or amendment.

7.2                   The equity action plan, created to ensure the intent of the policy is delivered, will be reviewed by the Chairman and the SCA officer with the responsibility for its implementation, every six months

7.3                   As part of the overall business delivery plan, the equity action plan, will be reviewed by the Executive on an annual basis.

7.4                   On an annual basis, statistical information will be produced by the Chairman for the Executive, and will be published internally and externally, to show the impact of this policy.

8.                     Disciplinary and Grievance Procedures

8.1                   To safeguard individual rights under the policy, an employee, participant, volunteer or member who believes he or 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 employee, volunteer or member who violates the SCA’s Equal Opportunities Policy.

8.3                   An individual may raise any grievance and no employee, participant, volunteer or member will be penalised for doing so unless it is untrue and not made in good faith.

8.4                   As with all grievance procedures, the final point of appeal relating to this policy is the SCA Appeals Committee.

 

SCA Executive

Last updated: Thursday, 16 February 2012

Accepted at the SCA AGM on Saturday 26th November 2011