Equity Policy

6 min read

0:00 6:07

Statement of Intent
1. Conwy Disabled Archery is fully committed to ensuring that no volunteer, official, coach, member or athlete receives less favourable treatment on the grounds of disability or impairment; age; gender identity and assignment; sex; ethnic origin; nationality; parental, marital, or civil partner status; pregnancy; religious belief; class, social or financial background; sexual preference; Welsh language; or political belief.
2. Conwy Disabled Archery will ensure that there is open access to all those who wish to participate or take up a non-participatory role in all aspects of physical activity, including sport, and that they are treated without bias, with respect, and with parity.
3. Conwy Disabled Archery are committed to ensuring equity is at the heart of all planning, delivery, or policy development; and to work with other partner organisations to stay current with best practice.
4. Fair treatment, provision of opportunity and intent is regarded by Conwy Disabled Archery NOT as a privilege for some, but as a right for all.
5. Conwy Disabled Archery is committed to ensuring that its employees, members, participants and volunteers are able to conduct their activities free from harassment or intimidation.
Purpose of the Policy
1. To define the distinction Conwy Disabled Archery determines the following between the principles of Equality, Equity and Equal Opportunity: Equality is the principle of individuals having the same things; that things are fair, and that individuals are not disadvantaged. Conwy Disabled Archery consider the point at which equality is achieved as being the result of ensuring Equity, and providing Equal Opportunity. Equity therefore is the process of attaining equality. Equity is ultimately about understanding and providing what people need in order to enable meaningful opportunity and access to physical activity, including sport, physical education and leisure. This may require treating individuals differently, based on need, provision or responses.
2. Conwy Disabled Archery recognise that there are inequalities within Welsh sport, and that certain sections of the community have been affected by past discrimination and may have been denied the opportunity to participate equally and fully across all levels. Conwy Disabled Archery are therefore committed to taking positive action in order to ensure that this is not perpetuated, and that barriers, both attitudinal and physical, are removed from the Welsh sporting landscape.
3. To explicitly identify that Conwy Disabled Archery will not tolerate any discrimination or other unfair or inequitable treatment, whether intentional or unintentional, direct or indirect, against its Coaches, members, athletes, or volunteers. Conwy Disabled Archery will treat any discrimination against, demonstration of a lack of respect for, or failure to behave in an inclusive way seriously, and in accordance with its disciplinary processes.
Actions
1. Conwy Disabled Archery recognises that, in some cases, to provide equality, unequal effort is required and, if appropriate, will take positive action to tackle under-representation.
2. Conwy Disabled Archery staff, board, key coaches and volunteers will receive Equity Training as part of their induction and on-going CPD.
Legal Requirements
1. Conwy Disabled Archery is required by law not to discriminate against its employees and recognises its legal obligations under, and will abide by the requirements of the Equality Act 2010
Discrimination, Harassment and Victimisation
1. Discrimination can take the following forms
  1. Direct Discrimination. This means treating someone less favourably than you would treat others in the same circumstances
  2. Indirect Discrimination. This occurs when a job requirement or condition is applied in the same way to all, which has a disproportionate and detrimental effect on one sector of society, because fewer from that sector can comply with it and the requirement cannot be justified in relation to the job.
  3. 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.
2. Harassment is described as inappropriate actions, behaviour, comments or physical contact that is objectionable or causes offence to the recipient.
3. Victimisation is defined as when someone is treated less favourably than others because he or she has taken action against the (club) under one of the relevant Acts/ regulations (as previously outlined) or provided information about discrimination, harassment or inappropriate behaviour.
4. Conwy Disabled Archery regards discrimination, harassment or victimisation, as described above, as serious misconduct and any employee, volunteer or member who discriminates against, harasses or victimises any other person will be liable to appropriate disciplinary action.
Responsibility, Implementation and Communication
1. The following responsibilities will apply:
  1. Conwy Disabled Archery committee is responsible for ensuring that this Equity Policy is followed and to deal with any actual or potential breaches.
  2. The committee has the overall responsibility for the implementation of the Equity Policy
  3. All employees, volunteers and members have responsibilities to respect, act in accordance and thereby support and promote the spirit and intentions of the policy.
2. The Equity Policy will be implemented immediately following agreement from the club committee and will result in the following:
  1. A copy of this document will be available to all those involved with the (club).
  2. No job applicant (whether for a paid or unpaid role) 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.
  3. A planned approach will be adopted to eliminate barriers which discriminate.
3. Conwy Disabled Archery ‘Equity Policy’ will be communicated in the following ways:
  1. It will be part of the staff handbook and reference will be made to it in any codes of conduct
  2. It will be covered in all staff and volunteer induction training
  3. All members and service users will be made aware of the policy’s existence
  4. It will be available on the Website and in alternative formats.
  5. At time of review, a mechanism will be put in place to allow all staff, members and volunteers to be part of the process.
Monitoring and Evaluation
1. Once approved, the policy will apply for 3 years before a formal review takes place, unless any proposal to the club committee or legislation change, requires an interim review and/or amendment.
Disciplinary and Grievance Procedures
1. To safeguard individual rights under the policy, an employee, volunteer or member who believes he/she has experienced inequitable treatment within the scope of the policy may raise the matter through the appropriate grievance procedure.
2. Appropriate disciplinary action will be taken against any employee, volunteer or member who violates the ‘Equity Policy’.
3. An individual may raise any grievance and no employee, volunteer or member will be penalised for doing so unless it is untrue and not made in good faith.
4. As with all grievance procedures, the final point of appeal relating to this policy is the Board appeals committee.