The Sports Partnership Herefordshire & Worcestershire

Equality Statement and Policy

CHANGE CONTROL LOG

VERSION 1 -1 December 201330/04/2013
Date of Change / Section / Comments
23/01/1724/01/2017 / Whole document /
  • Page numbers added / document formatted.
Inclusion of safeguarding and social media under gross misconduct.
  • Removal of paragraph relating to 2 year employment before gross misconduct appeal process comes into effect.vision statement updated
  • Employment procedures updated
  • Equality in Employment policy added as appendix A

INTRODUCTION

The Sports Partnership Herefordshire & Worcestershire (hereafter referred to as SPHW) has been established to be the strategic lead for Sport & Physical Activity across Herefordshire and Worcestershire.

A not for profit organisation we are part of a network of County Sport Partnerships across England. We work with the eight local authorities, the two public health teams, Sport England, the University of Worcester, National Governing Bodies of Sports (NGBs) and other key organisations.

Our purpose is to lead on the delivery and discovery of sport and physical activity across Herefordshire and Worcestershire.

The Sports Partnership Herefordshire & Worcestershire (SPHW, or The Sports Partnership) is an alliance of the 8 local authorities including public health, Sport England, University of Worcester and National Governing Bodies of Sport and one of 49 County Sports Partnership across England. We are the strategic lead for Sports and Physical Activity across the two counties and our primary function is about increasing participation. The Sports Partnership is one of 6 County Sports Partnerships in the West Midlands and one of 49 across England.

OUR VISION

“Creating a healthier and more active Herefordshire & WorcestershireWorking together to make sport and active recreation an everyday choice”

COMMITMENT TO EQUALITY

The Sports PartnershipSPHWrecognises that inequalities exist within sport and is committed to addressing these inequalities. The Sports PartnershipSPHW aims to ensure all its activities, programmes and schemes are accessible to all individuals and groups within the communities of Herefordshire and Worcestershire, and will endeavour to remove existing financial, physical, political, psychological and social barriers to participation in sport and physical activity.

The adoption and implementation of a sports equality policy and action plans are necessary to eliminate discrimination, foster good relations between people and to provide all individuals with equality of opportunity and choice.

The policy covers persons who share one or more of the nine protected characteristics identified in the Equality Act 2010 i.e. age, disability, gender reassignment, marriage or civil partnership, pregnancy and maternity, race, religion or belief, gender and sexual orientation.

EQUALITY STATEMENT

‘SPHWacknowledges that inequalities exist within sports participation and provision. It is therefore proactively committed to ensuring that everyone has an equal opportunity to take part in sport and physical activity at the appropriate level. Barriers to participation and inequalities will be identified and positive action taken to change the structure and culture of local sport.’

STATUTORY OBLIGATIONS

SPHW through this policy recognises its statutory obligations under the relevant equalities legislation. These include:

Equal Pay Act 1970

Rehabilitation of Offenders Act 1974

Asylum and Immigration Act 1996

Protection of Harassment Act 1997

Human Rights Act 1998

Data Protection Act 1998

Sex Discrimination Act 1975, 1986, 1999

Employment Act 2003

Disability Discrimination Act 1995, 2005

Race Relations Act 1976 (amended 2000)

Gender Recognition Act 2004

Equality Bill 2006-08-25 Employment Equality (Age) Regulations 2006

Equality Act 2010

PRINCIPLES

The guidance given within this policy is based on the following principles of which all partners agree to:

  • Everyone has the right to participate in and enjoy sport at whatever level, should they so wish.
  • It is the responsibility of all personnel involved in partnership activities to ensure an open and welcoming environment is created for anyone wanting to participate in sport.
  • Discriminatory behaviour by any person working under the SPHW banner or participating in one of its activities is unacceptable and will not be tolerated.
  • All allegations and incidents of discrimination will be taken seriously and responded to swiftly and appropriately in accordance with policy guidelines within this document.

OBJECTIVES

It is the intention of SPHW that this equality policy will dictate the following plans and procedures:

  • A commitment to sports equality from all involved in SPHW including the SPHW board and other partners.
  • The dissemination of SPHW’s equality message so that it reaches and influences all sports clubs, leisure centres and other organisations involved in partnership activities to uphold the rights of the individual.
  • The operation of sound recruitment and selection procedures for paid staff and volunteers.
  • The identification of appropriate equity training for all staff and volunteers.
  • An understanding of the social composition of Herefordshire & Worcestershire.
  • A commitment to non-discriminatory behaviour by all involved in SPHW.
  • The establishment of innovative schemes that encourage priority groups into partnership activities.
  • Ensuring that schemes operated by SPHW are accessible to everyone.
  • The measurement of the impact of the Policy on an annual basis.
  • To annually monitor and review the implementation procedures to keep equality high on SPHW’s agenda.

EMPLOYMENT PROCEDURES

The host local authority for The Sports Partnership is Worcester City Council. The host Local AuthoritySPHW has the responsibility for all employment policies and procedures. These include recruitment and selection, training and development, terms and conditions of service and termination of employment and all other employment related issues for those employed by the host Local Authority.SPHW.

Worcester City Council is anSPHW is an equal opportunity employer and is committed to supporting the principles of equality and diversity as an employer. The CouncilSPHW believes that diversity is strength and welcomes applications from all members of society. The Council SPHW commits to following the 2010 Equality Act and ensuring fair and equal access in employment ranging from recruitment and selection to learning and development opportunities.

A full copy of SPHW’s equality in employment policy can be found in appendix A

It is recognised that partners not employed by the host Local AuthoritySPHW are required to comply with their employment policies and procedures of their employing organisation.

LEARING & DEVELOPMENT OBJECTIVES

The Sports PartnershipSPHW will:

  • Ensure that all staff have ownership of the policy/and takeresponsibility for the implementation of this policy and are adequately equipped to do so through appropriate training.
  • Commit to train and educate staff, coaches and volunteers on what constitutes good practice in equality and diversity.

COMMUNICATION OBJECTIVES

The Sports PartnershipSPHW will:

  • Communicate to all staff, partners, volunteers, coaches and officials and others its commitment to equality.
  • Endeavour to provide information on its services and policies in accessible formats and languages, where it is appropriate and reasonable to do so, so that itdoes not exclude or discriminate against any group or individual.
  • Ensure that the commitment to this policyis communicated to all staff and to partners.
  • Promote positive images and text relating to diverse groups

MONITORING & EVALUATION

Partners and staff have been consulted as part of the development of this policy and will also be involved in the production of the Equality Action Plan.

SPHW has the responsibility to regularly monitor and evaluate the policy, practices, procedures and operations on an on-going basis.

This policy has been approved and endorsed by the Management Board of Directors of The Sports Partnership Herefordshire and Worcestershire.SPHW

This Equality Policy will be reviewed every 2 years

IMPLEMENTATION

SPHW will identify an officer to deal with any equality issues such as discrimination or harassment that arise. All key delivery partners will also identify such an Officer. These Officers will all receive support, appropriate training and advice from SPHW, the relevant Local Authority and Governing Body of Sport.

On a day to day basis it is the responsibility of SPHW to monitor the effectiveness and the implementation of the policy, the ultimate responsibility residing with the Partnership Director.

ACCOUNTABILITY

The Partnership Director has the overall responsibility and accountability for the implementation of The Sports Partnership’s Equality Policy.

References:

Equality Act 2010

Worcester City Council – Equal Opportunities Policy 2013

Worcester City Council – Equality & Inclusion Strategy 2013

Equal Opportunities Policy Statement 2012

For further information about this document, please contact:

Sarah Mackay

Business Development Manager

Sports Partnership Herefordshire & Worcestershire

01905 855543

If you need this information in another format or language please contact us:

Telephone: 01905 855498

Email:

Website:

Appendix A

Equality in Employment Policy

SPHW is committed to encouraging equality and diversity among our workforce, and eliminating unlawful discrimination.

The aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best.

The organisation - in providing goods and/or services and/or facilities - is also committed against unlawful discrimination of customers or the public

The policy’s purpose is to:

  • provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time
  • not unlawfully discriminate because of the Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex (gender) and sexual orientation
  • oppose and avoid all forms of unlawful discrimination. This includes in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities

The organisation commits to:

  • encourage equality and diversity in the workplace as they are good practice and make business sense
  • create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued
  • This commitment includes training managers and all other employees about their rights and responsibilities under the equality policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination
  • All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public
  • take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities
  • Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and any appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice
  • Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence
  • make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation
  • decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act)
  • review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law
  • monitor the make-up of the workforce regarding information such as age, gender, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality and diversity, and in meeting the aims and commitments set out in the equality policy
  • Monitoring will also include assessing how the equality policy, and any sporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues

The equality policy is fully supported by senior management and has been agreed with the Board of Directors.

Details of the organisation’s grievance and disciplinary policies and procedures can be obtained on request to Sarah Blackburn or accessed via the shared drive. This includes with whom an employee should raise a grievance – usually their line manager.

Use of the organisation’s grievance and/or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.

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