Teesside Badminton Development Association

Equal Opportunities Policy

 
 

 

 

 


STATEMENT OF INTENT:

       The Teesside Badminton Development Association (The Association) is fully committed to the principles of equality of opportunity and is responsible for ensuring that all volunteers and members receive equitable treatment on grounds of age, colour, disability, ethnicity, parental or social status, nationality, religious belief, social status and sexual preference.

       The Association will ensure that there will be open and fair access to all those who wish to participate in the sport.

SO THAT:

       Equal opportunities are promoted at every level by heightening awareness and encouraging all members of the Association to treat all others with respect

IN PLAY:

       All Members, irrespective of gender, ability, ethnicity, religion or social circumstance, will be encouraged and advised as to the best way of accessing the resources available to

1.        The Teesside Badminton Development Association

2.        Members of the Association

††††† so that they can make the greatest progress possible.

       The Association will place equal value on the achievements of all its members.

       The Association will ensure that a safe and secure environment is provided for all activities organised by the Association and will encourage all Junior Badminton Clubs to have an approved Equal Opportunities Policy.

TYPES OF DISCRIMINATION

Discrimination can take many forms. Listed below are various examples of prevalent types of discrimination.

DIRECT DISCRIMINATION:

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

 

INDIRECT DISCRIMINATION:

       This occurs when a requirement or condition is applied equally to all, which has a disproportionate and detrimental effect 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 task to be performed.

 

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 Association is committed to ensuring that members are able to conduct their activities free from harassment or intimidation.

       The Association is committed to ensuring that any individual representing either the Association or a Member of the Association are able to conduct their activities free from harassment or intimidation.

 

The Association regards discrimination and harassment, as described above, as serious misconduct and any employee or Member of the Association will be liable to disciplinary or legal action.

 

VICTIMISATION:

       When a member or individual is treated less favourably than others because they have taken action against the Association.

       When someone is treated less favourably than others because he/she has taken action against any member of or visitor to the Association.

       When someone is treated less favourably than others because he/she has provided information about discrimination.

 

ORGANISATION AND MANAGEMENT OF THE ASSOCIATION

CONSTITUTION AND RULES:

       A copy of this document will be available to all members of the Association.

       The Association will provide annually, an up to date copy of its rules and list of officers to all its Members.

       On joining the Association, members will receive a copy of the current rules and list of officers. All members of the Association will be expected to abide by the conditions laid down in the rules.

 

ORGANISATION:

All members of the Association will receive information on proposed dates of any competitions and activities organised by the Association.
This will include all meeting dates.

       The Association will inform all members of any additional activity/competition at least two weeks prior to the proposed date for the activity.

       The Association will endeavour to give adequate reasons for and notice of any cancellations, postponements etc. of competitions and meetings.

 

RESPONSIBILITY OF THE MEMBERS OF THE ASSOCIATION

       All members of the Association have responsibilities to respect, act in accordance with and thereby support and promote the spirit and intentions of this policy.

 

THE RESPONSIBILITIES OF THE ASSOCIATION:

       The Association will take measures to ensure that its practices are non-discriminatory.

       The Association will ensure that no member, individual is disadvantaged by requirements or conditions which are not necessary or which constitute unfair discrimination.

       The Association will adopt a planned approach (see organisation and management above) to avoid discrimination.

       The Association will ensure that volunteers working for the Association can demonstrate their commitment to the principles and practice of equity.

       The Association may take positive action or introduce special measures for any group that is currently under-represented in its membership.

       The Associationís Committee will have overall responsibility for the implementation of this policy. The Associationís Committee is responsible for ensuring that this Equal Opportunities Policy is followed and to deal with any actual or potential breaches.

       The Association will regularly monitor and evaluate this policy, practices, procedures and operations on an ongoing basis and will inform members of its impact.

 

Disciplinary and Grievance Procedures:

       To safeguard individual rights under the policy, a member or individual who believes they have suffered inequitable treatment, within the scope of the policy, may raise the matter by contacting the Associationís Secretary.

       Appropriate disciplinary action will be taken against any member or individual who violates the Associationís Equal Opportunities Policy.

       The Association is concerned that individuals feel able to raise any grievance and no member or individual will be penalised for doing so unless it is untrue and not made in good faith.



UPDATED Ė JANUARY 2008††