bp&cba equity policy

8/14/2019 BP&CBA Equity Policy

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THE POLICE COMMUNITY CLUBSOF GREAT BRITAIN

FOREWORD

CLUB: BRADFORD POLICE & COLLEGE BOXING ACADEMY

This Club fully adopts this document in its entirety.

The Management Committee of The Bradford Police & College Boxing Academy unconditionallyendorses and adopts this Equity Policy.

This document confirms the importance placed on the principle of equity within this club andshould be accepted as an indication that this club is determined to ensure that all our servicesand policies are fair and without discrimination.

Furthermore we seek to ensure that all who participate in activities within our club reflect the

diversity of background and culture within community that we serve.

The Bradford Police & College Boxing academy and its members acknowledges its duty toensure that no participant, including athlete, coach, official and volunteer receives more or lessfavourable treatment on the grounds of age, gender, ethnic origin, disability, nationality, religion,socio-economic status or sexual preference.

We expect all within the club to treat individuals openly and fairly with dignity and respect.

The President & Chairman

The Bradford Police & College Boxing Academy [BP&CBA]

PURPOSE

The BP&CBA shall ensure that all within the community have the opportunity to participate in theactivities of the club and we shall not tolerate discrimination, harassment or other unfairtreatment in any form. Systems, procedures and an open culture will be developed to guardagainst this.


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LEGAL REQUIREMENTS

The BP&CBA acknowledges its responsibility under this policy and fully accepts itsresponsibilities under the following legislation:

1. The Sex Discrimination Act 1975, 1986, 19992. The Rehabilitation of Offenders Act 19743. The Disability Discrimination Act 1995, 20054. The Race Relations Act 1976 and the Race Relations [Amendment] Act 20005. The Equal Pay Act 19706. The Human Rights Act 19987. Employment Act 20038. Gender Recognition Act 20049. European Employment Regulations [Sexual Orientation] 200310. European Employment Regulations [Religion and or Belief] 200311. Employment Equality [Age] Regulations 2006

12. The Children Act 200413. Employment Equality [Sexual Orientation] Regulations 200314.Employment [Religion and Belief] Regulations 2003

Any subsequent amendments to these acts or indeed any other relevant acts and regulationswhich may become law.

COMMITMENT TO EQUITY

The BP&CBA is committed to establishing the highest levels of equity by:

Producing a meaningful equity plan that addresses any real or perceived inequalities inthe club;

Continually evaluating and monitoring progress of the equity plan;

Continually monitoring and reviewing its equity policies and carrying out regular annual

review and a major review at least every three years;

Where necessary, supporting, encouraging and mentoring individuals within the club

where such actions are deemed to further the aims of this policy;

Demonstrating our commitment and willingness to ensure all within the club are aware of

our policy through the insistence that we openly display this policy and the inclusion ofthis policy on the BP&CBA Web Site

Taking specific targeted action to engage with and attract under represented areas of the

community into the club in all disciplines these areas will include females, people withdisabilities, members of ethnic minority communities and those from socially excludedand / or disadvantaged communities in accordance with the Equality Standards in Sportobjectives;

Ensuring that there is an appointed member of the Management Committee to lead and

Champion equality,


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Types of Discrimination

Discrimination can take the following forms:

Direct Discrimination

This means treating someone less favourably than you would treat others in the samecircumstances.

Indirect Discrimination

This occurs when a job requirement or condition is applied equally to all, which has adisproportionate and detrimental affect on one sex or racial group because fewer of that groupcan 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 intoaccount will be those which, as well as being consistent with relevant legislation, are necessary

to the proper performance of the work involved.

Harassment

Harassment can be described as inappropriate actions, behaviour, comments or physicalcontact that is objectionable or causes offence to the recipient. It may be of a sexual or racialnature or it may be directed towards people because of their age, their sexuality, a disability orsome other characteristic.

This club is committed to ensure that its members are able to conduct their activities free fromharassment or intimidation.

Implementation

The Management Committee of the club is responsible for ensuring that this Equity Policy isfollowed throughout the club;

Breaches of this policy will be addressed robustly;

This policy has been adopted by the Management Committee of the club and shall be availablethrough various means to all members;

It shall be the responsibility of all within the club who interview / select volunteers to ensure thatany such processes are in compliance with this policy and that no applicant shall be placed at adisadvantage by requirements or conditions which are not necessary to the performance of the

job or which constitute unfair discrimination.;


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Disciplinary and Grievance Procedures

To safeguard individual rights under this policy, a member, this includes Children and YoungPeople, who believe he/she has suffered inequitable treatment within the scope of the policymay raise the matter through the Management Committee.

Appropriate disciplinary action will be taken against any member who violates this Equity Policy.

The Management Committee will ensure that all individuals within the club feel able to raise anygrievance and no one will be penalised for doing so unless it is untrue and not made in goodfaith.

bp&cba equity policy

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