BADMINTONscotland is committed to ensuring that equality is incorporated across all aspects of its business. BADMINTONscotland's equality policy can be downloaded here or viewed below
1 Statement of Intent
1.1 BADMINTONscotland endorses the principle of sports equality and will strive to ensure that everyone who wishes to be involved in badminton, whether as an employee, casual participant, representative squad member, volunteer, coach, office-bearer in a club or those within BADMINTONscotland:
1.2 BADMINTONscotland is committed to avoiding and eliminating unfair discrimination of any kind in badminton and will, under no circumstances, condone unlawful discriminatory practices. The organisation takes a zero-tolerance approach to harassment.
2 Purpose Of The Policy
2.1 BADMINTONscotland wishes to ensure that all sectors of the community have the opportunity to participate equally and fully in the sport of badminton. BADMINTONscotland recognises that past discrimination, whether intentional or otherwise, is denying some sectors of the community the opportunity to participate equally and fully in sport at all levels.
2.2 This policy has been produced to prevent/eliminate any potential/current discrimination or other unfair treatment, whether intentional or unintentional, direct or indirect, against its employees, members and volunteers.
3.1 BADMINTONscotland 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 in to the overall business delivery plan, itself reviewed and updated on an annual basis.
3.3 BADMINTONscotland recognises that, in some cases, to achieve the principle of Equality, unequal effort is required and to this ends will encourage and support affiliated clubs, event organisers, members, officials, coaches, volunteers, and staff to consider positive action to tackle under-representation.
4 Legal Requirements
4.1 Additional to the intent set out within this policy, BADMINTONscotland recognises its obligations in relation to the Equality Act 2010 and any later amendments to the above Act/regulations, or future Acts/regulations which are relevant to BADMINTONscotland.
5 Discrimination, Harassment And Victimisation
5.1 Discrimination can take the following forms:
5.1.1 Direct Discrimination. Direct discrimination can be described as less favourable treatment on the grounds of one of the protected characteristics.
5.1.2 Indirect Discrimination. Indirect discrimination occurs when a provision, criterion or practice is applied to an individual or group that would put persons of a particular characteristic at a particular disadvantage compared with other persons.
5.1.3 Discrimination arising from Disability. When a disabled person is treated unfavourably because of something connected with their disability and this unfavourable treatment cannot be justified, this is unlawful. This type of discrimination only relates to disability.
5.1.4 Harassment. Harassment is defined as unwanted conduct relating to a protected characteristic that has the purpose or effect of violating a person’s dignity, or which creates an intimidating or hostile, degrading, humiliating or offensive environment for that person.
5.1.5 BADMINTONscotland is committed to ensuring that its employees, members, participants and volunteers are able to conduct their activities free from harassment or intimidation.
5.1.6 Victimisation. It is unlawful to treat a person less favourably because he or she has made allegations or brought proceedings under the anti-discrimination legislation, or because they have helped another person to do so. To do so would constitute victimisation.
5.1.7 Bullying. Bullying is defined as a form of personal harassment involving the misuse of power, influence or position to persistently criticise, humiliate or undermine an individual.
5.1.8 BADMINTONscotland 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 Board of Directors is responsible for ensuring that this Equality Policy is followed.
6.1.2 The Chief Executive has the overall responsibility for the implementation of the Equality Policy.
6.1.3 A specific member of staff, namely the Coaching and Development Manager as designated by the Chief Executive, has the overall responsibility for achieving the Equality 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 equality-related tasks.
6.2 The Equality Policy will be implemented immediately following Board agreement and, at a corporate level, 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 BADMINTONscotland.
6.2.2 BADMINTONscotland 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.
6.2.5 Ensure that consultants and advisers used by BADMINTONscotland can demonstrate their commitment to the principles and practice of equality and that they abide by this policy.
6.3 The Equality Policy will be communicated in the following ways:
6.3.1 The Equality Policy will be part of the Staff Handbook and reference will be made to it in the Code 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 and subsequent training opportunities will be published in BADMINTONscotland member communications.
6.3.4 It will be available on the BADMINTONscotland Website.
6.3.5 The Equality Policy will be reviewed annually (or when necessary due to changes in legislation) and recommendations for changes to the Policy will be made to the Board of Directors for ratification.
6.3.6 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 The policy will apply for 1 year before a formal review takes place, unless any proposal to the Board, or legislation change, requires an interim review and/or amendment.
7.2 The Equality Action Plan, created to ensure the intent of the policy is delivered, will be reviewed by the Chief Executive and the member of staff with the responsibility for its implementation, on an annual basis.
7.3 On an annual basis, statistical information will be produced by the Chief Executive for the Board, and will be published internally and externally, to show the impact of this policy.
8 Disciplinary and Grievance Procedures
8.1 The principles of equality outlined in this policy sit within the wider ethical framework as delineated in the BADMINTONscotland Code of Conduct.
8.1.1 In accordance with the BADMINTONscotland Code of Conduct an employee, volunteer or member who believes he/she has suffered inequitable treatment within the scope of this policy may raise the matter through the BADMINTONscotland Grievance or Bullying & Harassment Procedure.
8.2 Appeals of initial findings are provided for through the BADMINTONscotland Appeals Policy.
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