Diversity and Inclusion Policy
Purpose of this policy
This policy sets out Letcombe Tennis Club commitment to a culture of everyday inclusion and driving
greater diversity and equitable outcomes in tennis. It outlines some of the ways in which we will work
to bring this commitment to life. It sets out what our membership can expect of us, and holds us to
account against, in the way we operate on a day-to-day basis.
Who is responsible for the implementation of this policy?
While helping to build a culture of inclusion and drive greater diversity across tennis is everyone’s
responsibility, the committee of Letcombe Tennis Club individually and collectively responsible for
ensuring that this policy is followed.
What does this policy cover?
This policy applies to all aspects of Letcombe Tennis Club’s work and to all people who work or
volunteer for it as they conduct those roles, as well as anyone taking part in tennis related activity
which Letcombe Tennis Club is responsible for.
What is meant by equity, diversity and inclusion?
Equity is about working to achieve parity of outcome for people with different characteristics or from
different backgrounds. It is different from equality. Equality assumes that everyone should be treated
the same regardless of needs, experiences and opportunity. Equity is about recognising that not
everyone starts from the same place and that sometimes targeted interventions are needed to give
people the same chance of achieving a particular outcome, such as playing tennis regularly or
becoming a coach.
Diversity is the mix of characteristics, experiences and other distinctions which make people
different from one another. This can include differences in race, sex, religion, sexual identity, age,
gender identity, socio-economic background or whether someone is disabled. Understanding this
mix is vital to being able to make all people feel included.
Inclusion for all is the ultimate goal; it is a culture in which everybody can feel comfortable and
confident to be themselves, no matter their visible or hidden differences. Diversity without inclusion
means that people from more diverse backgrounds will feel excluded and so that diversity, and the
benefits for tennis or an organisation which come with it, will not last.
Commitment to everyday inclusion, greater diversity and more equitable outcomes
Letcombe Tennis Club is fully committed to playing its part in opening tennis up. We will do this by
building a culture of everyday inclusion and operating in a way which enables, encourages and
values greater diversity and equitable outcomes for all, in all aspects of our sport, with the intention
that the sport and our Venue reflect the diversity of the communities around us.
In order to achieve this, we will:
• Encourage equity, diversity and inclusion in every aspect of our work as a Venue, recognising
that it brings benefits both to tennis and to the strength of our work both on and off the court.
• Create an environment for all members and those in key roles which is free of bullying,
harassment, victimisation and unlawful discrimination, promoting dignity and respect for all.,
where individual differences and the contributions of all are recognised and valued.
• Ensure that the Venue is run in a positively inclusive way on a day-to-day basis, considering that
people from different backgrounds and with different personal contexts have different needs to
enable them to contribute fully to the organisation.
• Ensure our venue committee is appropriately equipped to embed a culture of inclusion by offering
access to the LTA’s EDI training to foster a sense of collective responsibility and support their
efforts in creating an inclusive environment.
• Ensure that our recruitment processes and policies enable and encourage people from all
backgrounds to become part of the Venue and/or its work. We will make decisions concerning
roles within the Venue based on merit, including the benefits of maintaining diversity across all
individuals engaged in the Venue’s work.
• Take seriously complaints of non-inclusive and/or discriminatory behaviour of all kinds in relation
to any aspect of the Venue’s work, on and off the court. We will deal with all such complaints in
line with our published venue complaints policy https://clubspark.lta.org.uk/letcombetennisclub
and, where appropriate, in conjunction with the LTA Disciplinary and EDI teams centrally.
• Record baseline diversity data of our members and key roles to better understand how the
venue's diversity aligns with that of the local community.
Agreement to follow this policy
The equity, diversity and inclusion policy is fully supported by the Venue committee.
Reporting and Breaches
If you are concerned about the behaviour or conduct of someone at a Venue event, someone
representing the Venue, or any other breach of this policy, please refer to the complaints policy.
Appendix 1: The law and types of unlawful discrimination
The Equality Act 2010 is the main, overarching anti-discrimination law which [insert Venue name] is
required to follow to help ensure that equality of opportunity is promoted across various groups and
that diversity is at the heart of all that we do.
It is unlawful for Letcombe Tennis Club as an employer, potential employer, tennis venue and in
relation to any of its functions to discriminate against persons directly or indirectly in membership,
recruitment or employment because of age, disability, sex, gender reassignment, marriage, civil
partnership, pregnancy, maternity, race (which includes colour, nationality and ethnic or national
origins), sexual orientation or religion or belief.
Direct discrimination involves intentionally treating someone less favourably than others because
of a characteristic listed above, without a lawful exception.
For example, excluding a member from a tournament because of their ethnic background, or denying
a job opportunity to a woman because she is pregnant.
Indirect discrimination occurs where less favourable treatment is not the main effect or objective
of an action or decision. The nature of indirect discrimination is that the discriminatory effect can be
an unexpected or unforeseen effect of a good faith decision.
For example, implementing a rule that all members wishing to compete in national league matches
must attend early morning practices could disproportionately disadvantage older members or those
with family commitments, as they may find it more challenging to attend at that time.
Disability discrimination is direct or indirect discrimination, any unjustified less favourable
treatment because of the effects of a disability or impairment, and failure to make reasonable
adjustments to alleviate disadvantages caused by a disability or impairment.
For example, a wheelchair tennis player who regularly participates in local tournaments is informed
that the courts used for a competition do not have accessible entryways despite the player requesting
reasonable adjustments, such as temporary ramps or an alternative court.
Harassment is where there is unwanted conduct, related to one of the characteristics outlined above
(other than marriage, civil partnership, pregnancy or maternity) that has the purpose or effect of
violating a person’s dignity; or creating an intimidating, hostile, degrading, humiliating or offensive
environment.
For example, during practices and matches, a group of male members frequently make sexist
comments, questioning a women’s abilities due to her gender.
Associative discrimination is where an individual is discriminated against, harassed, or potentially
victimised because of their association with another individual who has a characteristic outlined
above (other than marriage, civil partnership, pregnancy or maternity, however, pregnancy or
maternity may fall within a sex discrimination claim because of association with a pregnant woman
or a woman on maternity leave).
For example, a coach has caring responsibilities at home and the organisation assumes that they
will not be able to perform other duties, they are then overlooked for promotions, with the justification
that "outside distractions" might interfere with their work.
Perceptive discrimination is where an individual is discriminated against or harassed based on a
perception that they have a characteristic outlined above when they do not, in fact, have that
characteristic (other than marriage, civil partnership, pregnancy or maternity).
For example, a young tennis player at a local club is perceived by some members to be gay, even
though they do not identify as such.
Victimisation happens when an individual is mistreated, such as being denied participation in
training or competition selection, because a person filed or backed a complaint or legal action under
the Equality Act 2010. However, a person is not protected from victimisation if they acted with malice
or supported a false complaint.
For example, a tennis player at a club observes that players who are less experienced or in lower
teams are consistently given less favourable court times.
Appendix 2: Related policies and documents
• Please also see the documents and policies at https://clubspark.lta.org.uk/letcombetennisclub
for further context and information:
Last Updated 08 December 2025