PRIVACY POLICY

For the purposes of the General Data Protection Regulation ("GDPR") and UK data protection laws, the controller is Tennis Come True East London C.I.C (the “Coaching Provider”)

 

About this document

This privacy policy sets out the way we process your personal data and we’ve created this privacy policy to make sure you are aware of how we use your data as a member of Tennis Come True.

 

How we collect your information

We may collect your personal data in a few limited ways, namely:

• Directly from you, when you register on ClubSpark, when you make enquiries on our website, or via e-mail, when you provide information via ClubSpark, or when you interact with us during your time as a member in various other ways (for example, where you enter a competition, renew your membership, sign up for a course or lessons);
• From the LTA (for example, where the LTA passes on your details to us in connection with a complaint or query you have raised about one of our Venues).

 

The types of information we collect

We may collect the following types of personal data about you:

• Contact and communications information, including your contact details (including email address(es), telephone numbers and postal address(es) and records of communications and interactions we have had with you);
• Financial information, including Direct Debit details;
• Certain other information which you volunteer when making use of your membership benefits or user benefits (for example, when making court bookings or making use of other Venue facilities).

We may also collect data about your health or medical conditions, where you have volunteered this, for example so that we can cater for you when you attend a Venue social event or a course/camp.

 

How we use personal data

Personal data provided to us will be used for the purposes set out at the time of collection and, where relevant, in accordance with any preferences you express.

More generally, we will use your personal data for the following purposes:

• Administration of your Venue membership, including:
• informing you about court / facilities opening hours;
• Fulfillment or administration of orders for goods and services, including court bookings
• Administration of the Wimbledon ballot; where this is necessary for the performance of a contract (including any written terms and conditions relating to your membership or use of the Venue) with you;
• Research and statistical analysis about who is playing tennis in our Venues;
• Communication about our Venues’ activities that we think may be of interest to you;
• Storing your details on the software platform we use for our online Venue member management and user database / court booking system. Please note that your own use of the software or system is subject to the Terms and Conditions and Privacy Policy published on that site;

where this is necessary for our legitimate interests (for example in increasing use of our Venues’ facilities and participation in the game generally);

• Promoting our Venues and promoting goods and services of third parties (for example, equipment suppliers, other operators of coaching courses, and organisers of tennis events) where we think this will be of interest to you;

where this is necessary for our legitimate interests (or the legitimate interests of a third party), and/or where we have your consent, as applicable.

 

Your marketing preferences

We will always respect your wishes in respect of what type of communications you want to receive from us and how you want to receive them. There are some communications, however, that we need to send you regardless of your marketing preferences in order for us to fulfil our contractual obligations to you as users of our Venues. Examples of these essential service communications are:

• Records of transactions, such as payment receipts or Direct Debit confirmations (as applicable).
• Membership or user related mailings, notices of formal meetings and information about venue closures and holiday opening hours.

You are in control of how we communicate with you. You can update your choices and/or your contact details by updating your profile and that of any children connected to your ClubSpark registration on your ClubSpark user account. If you have difficulty doing so, you may contact us at:

Email: info@tenniscometrue.com

 

Sharing your information with others

We do not sell or share your personal data for other organisations to use other than as set out below.

Personal data collected and processed by us may be shared with the following third parties, where necessary:

• Our employees and volunteers, for the purposes of administering your Play Tennis West Ham Park membership and giving you access to the membership benefits to which you are entitled.
• Our contractors and suppliers, including coaches.

How long your information is kept

We keep your personal data only for as long as necessary for each purpose we use it. For most membership/Venue user data, this means we retain it for so long as you have a valid Venue membership and/or for a period of six years after your last interaction with us (for accounting, tax reporting and record-keeping purposes).

Your rights

Under certain circumstances, by law you have the right to:

• Request access to your personal data (commonly known as a "data subject access request"). This enables you to receive a copy of the personal data we hold about you and to check that we are lawfully processing it.
• Request correction of the personal data that we hold about you. This enables you to have any incomplete or inaccurate information we hold about you corrected.
• Request erasure of your personal data. This enables you to ask us to delete or remove personal data where there is no good reason for us continuing to process it. You also have the right to ask us to delete or remove your personal data where you have exercised your right to object to processing (see below).
• Object to processing of your personal data where we are relying on a legitimate interest (or those of a third party) and there is something about your particular situation which makes you want to object to processing on this ground. You also have the right to object where we are processing your personal data for direct marketing purposes.
• Request the restriction of processing of your personal data. This enables you to ask us to suspend the processing of personal data about you, for example if you want us to establish its accuracy or the reason for processing it.  You can also withdraw your consent, where this is the basis for our processing your data (without affecting the lawfulness of our previous processing based on consent).
• Request the transfer of your personal data to another party.

Please note that the above rights are not absolute, and we may be entitled to refuse requests where exceptions apply.

Contact and complaints

If you have any queries about this privacy policy or how we process your personal data, or if you wish to exercise any of your legal rights, you may contact:

• by email: info@tenniscometrue.com;
• by telephone: 07365224730
• If you are not satisfied with how we are processing your personal data, you can make a complaint to the Information Commissioner. You can find out more about your rights under applicable data protection laws from the Information Commissioner’s Office website: www.ico.org.uk.

 

ANTI-BULLYING POLICY

 

Purpose and scope

Tennis Come True East London C.I.C strives to ensure that all children (anyone under 18) and adults at risk are safeguarded from abuse and have an enjoyable tennis experience.

Bullying is defined as a range of abusive behaviour that is repeated and intended to hurt someone either physically or emotionally.

This document sets out how to help prevent bullying from happening to all children and adults at risk.  It also sets out how to make sure bullying is stopped as soon as possible if it does happen and that those involved receive the support they need.  It also provides information to all staff, volunteers, children and their families about what should be done to prevent and deal with bullying.

This policy applies to all staff, coaches, volunteers, players, parents/carers and any other individuals associated with us.

We recognise that

• Bullying causes real distress. It can affect a person’s health and development and, at the extreme, can cause significant harm

• All children and adults at risk, regardless of age, disability, gender reassignment, race, religion or belief, sex or sexual orientation, have the right to equal protection from all types of harm or abuse
• Everyone has a role to play in preventing all forms of bullying (including online) and putting a stop to bullying.

We will seek to keep children and adults at risk safe by

• Recognising that bullying is closely related to how we respect and recognise the value of diversity.
• Recognising our duty of care and responsibility towards safeguarding
• Promoting and implement this anti-bullying policy in addition to our safeguarding policy and procedures
• Ensuring that bullying behaviour is not tolerated or condoned
• Taking action to respond and deal with any reports of bullying towards children
• Encouraging and facilitating children to play a part in developing and adopting appropriate behaviours
• Promoting a code of conduct for behaviour (Aldersbrook LTC code of conduct)
• Employing safe recruitment practices
• Making sure our response to incidents of bullying takes into account:
  • the needs of the person being bullied
  • the needs of the person displaying bullying behaviour
  • the needs of others who may be affected
  • our Broadstone Tennis Club, Dorset as a whole

Players, parents, coaches, volunteers and other members of staff will:

• Encourage individuals to speak out about bullying behaviour and report incidents of bullying behaviour they see to the Welfare Office, Harry Butler (or suitable alternative representative, e.g. county coach, tournament organiser, league organiser etc).
• Respect every child’s need for, and right to, a play environment where safety, security, praise, recognition and opportunity for taking responsibility are available
• Respect the feelings and views of others, even if you don’t agree with them
• Recognise that everyone is important and equal, and that our differences make each of us special and worthy of being valued
• Show appreciation of others by acknowledging individual qualities, contributions and progress
• Ensure safety by having rules and practices carefully explained and displayed for all to see
• Report incidents of bullying behaviour they see or hear about

Supporting children

• We’ll let children know who will listen to and support them
• We’ll create an “open door” ethos where children feel confident to talk to an adult about bullying behaviour or any other issue that affects them
• Potential barriers to talking (including those associated with a child’s disability or impairment) will be acknowledged and addressed at the outset to enable children to speak
• We’ll make sure children are aware of helpline numbers
• Anyone who reports an incident of bullying will be listened to carefully and reports will be taken seriously
• Any reported experience of bullying behaviour will be investigated and will involve listening carefully to all those involved
• Children experiencing bullying behaviour will be supported and helped to uphold their right to play and live in a safe environment
• Those who display bullying behaviour will be supported and encouraged to develop better relationships
• We’ll make sure that any sanctions are proportionate and fair

Support to the parents/carers

• Parents will be advised on the anti-bullying policy and practice
• Any experience of bullying behaviour will be discussed with the child’s parents or carers
• Parents will be consulted on action to be taken (for both victim and bully)
• Information and advice on coping with bullying will be made available
• Support will be offered to parents, including information from other agencies or support lines

Useful contacts

NSPCC Helpline 0808 800 5000

Childline 0800 1111 / www.childline.org.uk

Kidscape www.kidscape.org.uk

 

DIVERSITY AND INCLUSION POLICY

 

1. Policy Statement

This Diversity and Inclusion Policy, Standards, Code of Conduct and Reporting Procedure are applicable to Tennis Come True East London C.I.C and is based on similar policies of:

• The Lawn Tennis Association (LTA)

• Tennis Scotland

• Tennis Wales

• The Tennis Foundation

As a County we contribute actively to enable more people to play tennis more often, in a manner that it 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, race or sexual orientation, socio-economic status or any other background. We recognise that many concerns and/or disclosures may have both safeguarding and diversity and inclusion elements to them. This policy reflects this through its reporting procedures, which replicate the safeguarding concern reporting procedures.

This Policy strives to minimise risk and support our venues, programmes, events and individuals to deliver and experience a positive tennis experience for everyone. The Reporting Procedures outline how to respond to safeguarding or discrimination concerns/disclosures.

 

1. Use of Terminology

We have adopted the following definitions to explain our approach to diversity and inclusion in tennis:

Discrimination – treating someone in a less favourable way and causing them harm, because of their age, disability, gender reassignment, marriage or civil partnership, pregnancy or maternity, race, religion or belief, sex or sexual orientation.

Diversity – acknowledging, celebrating and respecting the differences between groups of people and between individuals. We will work to ensure that people can be assured of an environment in which their rights, dignity and individual worth are respected, and in particular that they are able to enjoy their sport without the threat of intimidation, victimisation, harassment or abuse.

Harassment – unwanted conduct related to a relevant protected characteristic, which has the purpose or effect of violating an individual’s dignity or creating and intimidating, hostile, degrading, humiliating or offensive environment for that individual or creates an intimidating, hostile, degrading, humiliating or offensive environment. The focus is on the perception of the complainant not the intent of the perpetrator. Employees can complain of behaviour they find offensive even if it is not directed at them.

Inclusion – ensuring that tennis is equally accessible to any member of the community so they can be fully involved in whatever capacity they choose; and that they are supported to achieve their potential in any capacity e.g. player, employee, volunteer, coach or official. We will work to ensure that people have a genuine and equal opportunity to participate to the full extent of their own ambitions and abilities, that they feel respected and valued and are not singled out, with regard to their age, disability, gender reassignment status, sex, marital or civil partnership status, pregnancy or maternity, race, sex, sexual orientation, religion, race or sexual orientation, socio-economic status or any other background.

Positive action – TCT is committed to taking positive steps to counteract the effects of physical or cultural barriers – whether real or perceived – that restrict the opportunity for all sections of the community to participate equally and fully. We will ensure that we institute, support or contribute to appropriate measures or initiatives that enable access to tennis and participation in associated activities by people from any group that is under-represented in tennis or has difficulty accessing it and that they can do so with dignity or without being singled out.

(See Appendix A for full glossary of terms)

 

1. Scope

TCT has direct safe and inclusive responsibility for:

• Staff, consultants, coaches and officials they employ

• Volunteers, including board members and councillors they recruit

• Events and programmes they run

• Ensuring all accreditation requirements are met by accredited coaches, officials and venues.

We recommend and support the development of good diversity and inclusion practice to:

• Accredited coaches, officials and venues;

• Players, parents and carers;

• Volunteers recruited by other organisations;

• Venues hired by or on our behalf

• County Events.

This Policy is in line with national legislation (see appendix B for details of the relevant legislation) and applicable to our county, specifically to every person and place that we have direct safe and inclusive responsibility for.

 

1. Responsibility for implementation of the Diversity and Inclusion Policy

Diversity and inclusion is everyone’s responsibility: not responding to discriminatory or unacceptable language and behaviour is not an option.

• The County’s Board and Chair have overall accountability for this Policy and Reporting Procedure, for being the strategic lead on diversity and inclusion and for ensuring compliance with the relevant legislation.

• The County’s Chair and Safeguarding Officer have overall responsibility for implementation of the policy.

• The Chair and Safeguarding Officer of the county are responsible for updating this Policy and

Reporting Procedure in line with legislative and organisational developments; and develop a

strategic and proactive approach to diversity and inclusion and respond to discrimination concerns.

• TCT Safeguarding Officer is responsible for supporting the county to identify where diversity and inclusion support is required; to implement safe and inclusive procedures; promote diversity and inclusion principles, including the Safeguarding and Reporting Procedure, to all the venues they manage, programmes, events and individuals including players, parents and carers.

• All staff, consultants, coaches, officials and volunteers involved in tennis are responsible for

raising diversity and inclusion concerns with the county’s Safeguarding Officer to start with; then

the Safe and Inclusive Tennis team if applicable, as outlined in the Reporting Procedure.

• Players, parents and guardians are responsible for upholding the Code of Conduct and Reporting

Procedure.

• TCT is committed to:

formally adopt this policy, take steps to ensure that our committee, clubs, participants and volunteers behave in accordance with the policy, including where appropriate taking disciplinary action under our constitution; ensure that access to membership as well as access to participation is open and inclusive; publish accurate information about the location and accessibility of our facilities; and o support measures and initiatives that the LTA may institute or take part in to advance the aims of this policy as part of our commitment to our LTA membership.

Where there is a diversity and inclusion concern/disclosure:

The individual who is told about, hears, or is made aware of the concern/disclosure is responsible for following the Concern Reporting Procedure below

 

1. Breaches of the Diversity and Inclusion Policy, Standards, Code of Conduct and Reporting Procedure

Where there are concerns that diversity and inclusion good practice has not been followed, all are

encouraged to follow the county’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.

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 Safe and Inclusive Tennis 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.

3. Seek further advice from the Equality Advisory Support Service a call on 0808 800 0082. For further information their website is: http://www.equalityadvisoryservice.com/app/ask

2. If required, you can contact the LTA Safe and Inclusive Tennis Team: safeandinclusive@lta.org.uk - they can assist in liaising with the County and investigating the matter. Alternatively, the NSPCC Whistleblowing advice line: 0800 028 0285; help@nspcc.org.uk can be contacted.

1. Complain directly to the person or organisation and seek resolution. In the first instance, this can

often resolve many disputes or concerns.

 

Concern Reporting Procedure

Anyone who has concerns that they or someone else is being discriminated against or has been a victim of discriminatory language or behaviour should: Respond Listen carefully to what the person is telling you. Do not interrupt; keep questions to a minimum; do not promise to keep the information secret.

Refer Is someone in immediate danger?

YES

Call the police (999)

NO

Talk to the County’s Safeguarding Officer.

Talk to the LTA Safe and Inclusive Tennis Team* (020 8487 7000) as soon as possible [Mon-Fri, 9am-5pm].

If the Safe and Inclusive Tennis Team is unavailable and you want advice before the next working day, call the NSPCC (0808 800 5000) or Parent Line Scotland (0800 028 2233)

If your concern us about an adult ask them for details of your Local Authority Adult Social Care Services.

Hate crime can alternatively be reported through True Vision at www.report-it.org.uk

Record Write an objective account of your concerns immediately using the Reporting a

Concern Form found in our website Safe and Inclusive Tennis page. Send it to the LTA

Safe and Inclusive Tennis Team within 48 hours of the concern/disclosure (safeandinclusive@lta.org.uk).

Handling a concern/disclosure can be emotionally difficult. If you would like to talk to someone after making a concern/disclosure, contact the LTA Safe and Inclusive Tennis Team by phone 020 8487 7000 or email safeandinclusive@lta.org.uk

 

Codes of Conduct

All members of staff and volunteers agree to:

• Prioritise the well-being of all children and adults at risk at all times

• Treat all children and adults at risk fairly and with respect

• Be a positive role model. Act with integrity, even when no one is looking

• Help to create a safe and inclusive environment both on and off court

• Not allow any rough or dangerous behaviour, bullying or the use of bad or inappropriate language

• Report all allegations of abuse or poor practice to the County Safeguarding Officer

• Not use any sanctions that humiliate or harm a child or adult at risk

• Value and celebrate diversity and make all reasonable efforts to meet individual needs

• Keep clear boundaries between professional and personal life, including on social media

• Have the relevant consent from parents/carers, children and adults before taking or using

photos and videos

• Refrain from making physical contact with children or adults unless it is necessary as part of an

emergency or congratulatory (e.g. handshake / high five)

• Refrain from smoking and consuming alcohol during County activities or coaching sessions

• Ensure roles and responsibilities are clearly outlined and everyone has the required information

and training

• Avoid being alone with a child or adult at risk unless there are exceptional circumstances

• Refrain from transporting children or adults at risk, unless this is required as part of a County

activity (e.g. away match) and there is another adult in the vehicle

• Not abuse, neglect, harm or discriminate against anyone; or act in a way that may be

interpreted as such

• Not have a relationship with anyone under 18 for whom they are coaching or responsible for

• Not to have a relationship with anyone over 18 whilst continuing to coach or be responsible for

them

All children agree to:

• Be friendly, supportive and welcoming to other children and adults

• Play fairly and honestly

• Respect county staff, volunteers and Officials and accept their decisions

• Behave, respect and listen to your coach

• Take care of your equipment and County property

• Respect the rights, dignity and worth of all participants regardless of age, gender, ability, race,

culture, religion or sexual identity

• Not use bad, inappropriate or racist language, including on social media

• Not bully, intimidate or harass anyone, including on social media

• Not smoke, drink alcohol or drugs of any kind on County premises or whilst representing the

County at competitions or events

• Talk to the County Welfare Officer about any concerns or worries they have about themselves or

Others

 

All adults agree to:

• Positively reinforce your child and show an interest in their tennis

• Use appropriate language at all times

• Be realistic and supportive

• Never ridicule or admonish a child for making a mistake or losing a match

• Treat all children, adults, volunteers, coaches, officials and members of staff with respect

• Behave responsibly at the venue; do not embarrass your child

• Accept the official’s decisions and do not go on court or interfere with matches

• Encourage your child to play by the rules, and teach them that they can only do their best

• Deliver and collect your child punctually from the venue

• Ensure your child has appropriate clothing for the weather conditions

• Ensure that your child understands their code of conduct

• Adhere to your venue’s safeguarding policy, diversity and inclusion policy, rules and regulations

• Provide emergency contact details and any relevant information about your child including

medical history

 

Appendix A:

Glossary of terms

Age: This refers to a person belonging to a particular age group, which can mean people of the same age (e.g. 32-year old’s) or range of ages (e.g. 18 - 30-year old’s, or people over 50).

Bisexual or Bi: – refers to a person who has an emotional and/or sexual orientation towards more than one gender.

Bullying: can involve any form of physical, emotional, sexual or discriminatory abuse. It can also include cyber-bullying – using social media or mobile phones to perpetrate bullying.

Direct discrimination: treating someone less favourably than another person because of a protected characteristic.

Disability: A person having a physical or mental impairment that has a substantial and long-term

adverse effect on that person's ability to carry out normal day-to-day activities.

Discrimination: treating someone in a less favourable way and causing them harm, because of their age, disability, gender reassignment, marriage or civil partnership, pregnancy or maternity, race, religion or belief, sex or sexual orientation.

Discrimination by association: discrimination against someone because they are associated with

another person who possesses a protected characteristic.

Discrimination by perception: discrimination against someone because of the belief that someone

possesses a protected characteristic.

Diversity: acknowledging and celebrating the differences between groups of people and between

individuals.

Equality: treating everyone with fairness and respect and recognising and responding to the needs of individuals. Taking positive actions to address existing disadvantages and barriers affecting how people engage with and participate in tennis.

Ethnicity: the social group a person belongs to, and either identifies with or is identified with by others, as a result of a mix of cultural and other factors including language, diet, religion, ancestry and physical features traditionally associated with race. Ethnicity is essentially self-defined and may change over time.

Gay: refers to a man who has an emotional, romantic and/or sexual orientation towards men. Also, a generic term for lesbian and gay sexuality - some women define themselves as gay rather than lesbian.

Gender identity: this is an individual’s internal self-perception of their own gender. A person may

identify as a man, as a woman, as neither man or woman (non-binary) or as androgyne/polygender.

Gender reassignment: The process of changing or transitioning from one gender to another.

Harassment: unwanted conduct related to a relevant protected characteristic, which has the purpose or effect of violating an individual’s dignity or creating and intimidating, hostile, degrading, humiliating or offensive environment for that individual or creates an intimidating, hostile, degrading, humiliating or offensive environment. The focus is on the perception of the complainant not the intent of the perpetrator. Employees can complain of behaviour they find offensive even if it is not directed at them.

Hate crime: crime that is targeted at a person because of hostility or prejudice towards that person’s disability, race or ethnicity, religion or belief, sexual orientation or transgender identity. This can be committed against a person or property.

Homophobia: the fear, unreasonable anger, intolerance or/and hatred toward homosexuality, lesbian gay and bisexual people whether that person is homosexual or not.

Inclusive leadership – leaders who are aware of their own biases and preferences, actively seek out and consider different views and perspectives to inform better decision-making. They see diverse talent as a source of competitive advantage and inspire diverse people to drive organisational and individual performance towards a shared vision.

An Inclusive Leader – is a role model exemplar of inclusive behaviour; listens to and seeks out the views of diverse people and takes account of these views, without bias, in the decisions they make; appreciates that a diverse group of people will generate more creative solutions to problems and encourages this; inspires people through a shared vision of future success and motivates them to deliver it; leverages difference for high performance and provides responsive excellence to customers’, clients’ and service users’ needs; provides positive feedback to boost people’s self-efficacy; puts effort into helping diverse people identify their talents and develop them for performance now and future advancement; communicates authentically and honestly in a way that inspires trust, loyalty and wellbeing.

Inclusion: recognising that people from different backgrounds may have difference needs and

expectations and may experience barriers in trying to access tennis. An inclusive venue is one that takes steps to attract and engage with people from many different backgrounds and meet their needs so that everyone has a positive experience and has the opportunity to achieve their potential.

Indirect discrimination: a practice, policy or rule which applies to everyone in the same way, but that has a worse effect on some people than others.

LGBTQ: an acronym for Lesbian, Gay, Bisexual, Trans and Questioning.

Lesbian: a woman who has an emotional romantic and /or sexual orientation towards women.

Monitoring equality: refers to data collection and analysis to check if people with protected

characteristics are participating and being treated equally. For example: monitoring of the number of people with a disability who play tennis at our venue.

Non-binary – an umbrella term for a person who does not identify as only male or only female, or who may identify as both.

Positive action: a range of lawful actions that seek to overcome or minimise disadvantages (for example in employment opportunities) that people who share a protected characteristic have experienced, or to meet their different needs.

Pregnancy and maternity: pregnancy is the condition of being pregnant or expecting a baby. Maternity refers to the period after the birth, and is linked to maternity leave in the employment context. In the non-work context, protection against maternity discrimination is for 26 weeks after giving birth, and this includes treating a woman unfavourably because she is breastfeeding.

Questioning: it refers to the process of exploring your own sexual orientation and/or gender identity.

Race: refers to the protected characteristic of race. It refers to a group of people defined by their race, colour, and nationality (including citizenship) ethnic or national origins.

Radicalisation, extremism and terrorist behavior: Radicalisation is the process by which a person comes to support terrorism and/or forms of extremism. Extremism is vocal or active opposition to fundamental British values, including democracy, the rule of law, individual liberty and mutual respect and tolerance of different faiths and beliefs. There is no single way to identify an individual who is likely to be susceptible to extremist ideology. The internet and the use of social media can be a major factor in the radicalisation of people.

Reasonable adjustment: What is considered reasonable will depend on all the circumstances of the case including the size of an organisation and its resources, what is practicable, the effectiveness of what is being proposed and the likely disruption that would be caused by taking the measure in question as well as the availability of financial assistance

Religion or belief: religion has the meaning usually given to it but belief includes religious and

philosophical beliefs including lack of belief (e.g. atheism). Generally, a belief should affect your life

choices or the way you live for it to be included in the definition.

Sex: refers to the biological makeup such as primary and secondary sexual characteristics, genes, and hormones. The legal sex is usually assigned at birth and has traditionally been understood as consisting of two mutually exclusive groups, namely men and women.

Sexual orientation: a person’s emotional, romantic and/or sexual attraction to another person.

Trans: an umbrella term to describe people whose gender is not the same as, or does not sit

comfortably with, the sex they were assigned at birth. Trans people may describe themselves using one or more of a wide variety of terms, including (but not limited to) transgender, cross dresser, non-binary, genderqueer (GQ).

Transphobia: the fear, unreasonable anger, dislike, intolerance or/and hatred toward trans people,

whether that person has undergone gender reassignment or is perceived to have done that.

Transsexual Person: someone who has started the process of changing their gender identity is

undergoing or has undergone gender reassignment.

Unconscious bias or implicit bias: this refers to a bias that we are unaware of, and which happens

outside of our control. It is a bias that happens automatically and is triggered by our brain making quick judgments and assessments of people and situations, influenced by our background, cultural

environment and personal experiences.

Victimisation: when someone is treated badly because they have made or supported a complaint or grievance.

 

Appendix B:

Legislation

The Equality Act 20101 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:

o age

o being or becoming a transsexual person

o being married or in a civil partnership

o being pregnant or on maternity leave

o disability

o race including colour, nationality, ethnic or national origin

o religion, belief or lack of religion/belief

o sex

o sexual orientation

These are called ‘protected characteristics’.

People are protected from discrimination:

o at work

o in education

o as a consumer

o when using public services

o when buying or renting property

o as a member or guest of a private club or association

People are also protected from discrimination if:

o they are associated with someone who has a protected characteristic, e.g. a family member or

friend o they have complained about discrimination or supported someone else’s claim

Discrimination can come in one of the following forms:

o direct discrimination - treating someone with a protected characteristic less favourably than

others.

o indirect discrimination - putting rules or arrangements in place that apply to everyone, but that

put someone with a protected characteristic at an unfair disadvantage.

o harassment - unwanted behaviour linked to a protected characteristic that violates someone’s

dignity or creates an offensive environment for them.

o victimisation - treating someone unfairly because they’ve complained about discrimination or

harassment.