Club Policies

INCLUSION & DIVERSITY POLICY

Introduction

This Policy sets out our commitment to Safe and Inclusive Standards, Code of Conduct and Reporting Procedure to ensure that:

  • Tennis is diverse and inclusive
  • Diversity and inclusion are embedded in our club’s culture and our behaviours
  • We create a culture where inclusive leadership thrives
  • We take a proactive approach using positive action to ensure that communities and individuals are valued and able to achieve their full potential.

This Policy is in line with national legislation and applicable to all members of Etwall Tennis Club.

Inclusion & Diversity Policy Statement

As a club we contribute actively to enable people to play tennis in a manner that is safe, inclusive, and fair. This applies regardless of a person’s age, disability, gender reassignment status, sex, marital or civil partnership status, pregnancy or maternity, race, sex, sexual orientation, religion, socio-economic status or any other background. Children under the age of 16 should be accompanied by a responsible adult.

Responsibilities

Management Committee - Accountable for ensuring that this policy is compliant with the relevant legislation

Welfare Officer - Responsible for Policy implementation and communication to all members, and for keeping this policy up to date, in line with legislative and organizational developments

Members - Responsible for compliance with this policy and for for following the Concern Reporting Procedure wherever there is a diversity and inclusion concern/disclosure

Breaches of the Inclusion & Diversity, Standards, Code of Conduct and Reporting Procedure

Where there are concerns that inclusion and diversity good practice has not been followed, all staff are encouraged to follow the club’s whistleblowing policy; consultants, coaches, officials, volunteers and players are encouraged to:

If someone comes to you with a concern around discrimination, listen to their complaint, reassure them and advise them of the routes listed above (1-3).

Breaches of this Policy and/or failure to comply with the outlined responsibilities may result in the following by the LTA, Tennis Scotland, Tennis Wales and/or the Tennis Foundation:

  • Venues – Potential removal of LTA accreditation
  • Staff – disciplinary action leading to possible dismissal and legal action.
  • Contracted consultants, officials and coaches – termination of current and future roles within all four organisations and possible legal action.
  • Recruited volunteers, including councillors and board members – termination of current and future roles within all four organisations and possible legal action.

Actions taken by staff, consultants, volunteers, officials, coaches, venues, clubs and/or events outside of the LTA, Tennis Scotland, Tennis Wales and/or the Tennis Foundation that are seen to contradict this Policy may be considered a violation of this Policy.

Where an appeal is lodged in response to a safeguarding decision made by the LTA Safeguarding Team and Safeguarding and Protection Committee and/or Licensing and Registration Committee, an independent appeal body such as Sport Resolutions may be used. Their decision is final.

Appendix 1 - Code of Conduct

See Etwall Tennis Club Code of Conduct Document

Appendix 2 - Concern Reporting Procedure

See Etwall Tennis Club – Concern Reporting Procedure

Appendix 3 - Legislation

The Equality Act 2010 legally protects people from discrimination in the workplace and in wider society. It replaced previous anti-discrimination laws with a single Act, making the law easier to understand and strengthening protection in some situations. It sets out the different ways in which it’s unlawful to treat someone.

It is against the law to discriminate against anyone because of:

  • age
  • being or becoming a transsexual person
  • being married or in a civil partnership
  • being pregnant or on maternity leave
  • disability
  • race including colour, nationality, ethnic or national origin
  • religion, belief or lack of religion/belief
  • sex
  • sexual orientation

These are called ‘protected characteristics’.

People are protected from discrimination:

  • at work
  • in education
  • as a consumer
  • when using public services
  • when buying or renting property
  • as a member or guest of a private club or association

People are also protected from discrimination if:

  • they are associated with someone who has a protected characteristic, eg. a family member or friend
  • they have complained about discrimination or supported someone else’s claim

Discrimination can come in one of the following forms:

  • direct discrimination - treating someone with a protected characteristic less favourably than others.
  • indirect discrimination - putting rules or arrangements in place that apply to everyone, but that put someone with a protected characteristic at an unfair disadvantage.
  • harassment - unwanted behaviour linked to a protected characteristic that violates someone’s dignity or creates an offensive environment for them.
  • victimisation - treating someone unfairly because they’ve complained about discrimination or harassment.

Go to  http://www.legislation.gov.uk/ukpga/2010/15/contents

 Last Updated: April 2023