YORKSHIRE BADMINTON
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Equal Opportunities Policy
1. Statement of Intent

1.1. The Badminton Association of England is fully committed to the principles of the equality of opportunity and is responsible for ensuring that no job applicant, employee or volunteer receives less favourable treatment on the grounds of age, colour, disability, ethnic minority, parental or marital status, nationality, religious belief, social status and sexual preference.

1.2. The Association will ensure that there will be open access to all those who wish to participate in the sport and that they are treated fairly.

2. Purpose of the Equity Policy

2.1. The Association 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 the sport at all levels.

2.2. The Association will take steps to prevent discrimination or other unfair treatment for its employees, members and volunteers.

3. Legal Requirements

3.1. The Association is required by law not to discriminate against its employees and
recognises its legal obligations under the following Acts:
Equal Pay act 1970
Sex Discrimination Act 1975
Race Relations Act 1976
Disability Discrimination Act 1995
Rehabilitation of Offenders Act 1974

4. Types of Discrimination

4.1 Discrimination can take the following forms:

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

4.1.2 Indirect Discrimination

- This occurs when a job requirement or condition is applied equally to all, which
has a disproportionate and detrimental affect 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 job.
- 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.

4.1.3 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 its employees, members and
players 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 of the Association, participant or
volunteer who discriminates against any other person will be liable to
appropriate disciplinary action (as outlined in the Badminton Association of
England’s Disciplinary Policy).

4.1.4 Victimisation

- When someone is treated less favourably than others because he or she has
taken action against the Association under one of the relevant Acts (as
previously outlined) or provided information about such discrimination.

5 Implementation

5.1 A copy of this document will be available to all staff, members and volunteers of the Association
.
5.2 All employees have responsibilities to respect, act in accordance with and thereby support and promote the spirit and intentions of the policy.

5.3 The Association will take measures to ensure that its employment practices are nondiscriminatory.

5.4 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.

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

5.6 Ensure that consultants and advisors used by the Association can demonstrate their commitment to the principles and practice of equity.

6 Positive Action

6.1 The Association may take positive action or introduce special measures for any group which is currently under-represented in its membership, representative bodies or workforce.

7 Monitoring and Evaluation

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

7.2 The Chief Executive has the overall responsibility for the implementation of the Equal Opportunities Policy.

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

8 Disciplinary and Grievance Procedures

8.1 To safeguard individual rights under the policy, an employee who believes he/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 who violates the Association’s Equal Opportunities Policy.

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