Cody Sailing Club Equality, Diversity and Inclusion Policy
Policy Statement
Cody Sailing Club is committed to equality of opportunity and aims to ensure that all present and potential members are treated fairly and on an equal basis, irrespective of sex, age, disability, race, religion or belief, sexual orientation, pregnancy and maternity, marriage and civil partnership, gender reassignment or social status.
Summary
The Equality, Diversity and Inclusion (EDI) policy sets out the requirements and responsibilities of the members of Cody SC for ensuring and advancing equality for all members of the club in accordance with the Equality Act 2010 and the Public Sector Equality Duty 2011.
The EDI policy is set within the context of Cody SC’s constitution, code of conduct, values and strategic priorities.
The policy aims to promote positive attitudes to inclusivity and diversity to create an environment where everyone can participate to their full potential.
It seeks to ensure that no person is treated less favourably or unfavourably on the grounds of any of the Protected Characteristics under the Equality Act 2010 (Appendix 1).
Each member of the club has a responsibility to uphold this policy, advance equality and eliminate discrimination (Appendix 2), harassment (Appendix 3) and victimisation (Appendix 4).
Objectives
To ensure our club and its activities are accessible and attractive to the widest audience.
To ensure that Cody SC’s services, including training schemes, are as accessible as possible, including to people with disabilities.
To increase the diversity of our Members, Instructors, and Committee members.
To attract new participants from under-represented groups through targeted initiatives. Implementation
Appointments to positions within Cody will be made on the basis of an individual’s knowledge, skills and experience and the competences required for the role.
Breach
Cody SC’s Committee reserves the right to invoke its complaints, disciplinary or member grievance procedure as appropriate, in respect of any of its members who practise any form of discrimination in breach of this policy, in line with the relevant articles, constitution, codes of conduct and disciplinary procedures.
The effectiveness of this policy will be monitored and evaluated on an ongoing basis by the Commodore and Committee.
Appendix 1
Protected Characteristics under the Equality Act 2010
- Age
- Disability
- Sex
- Sexual orientation
- Race
- Religion or belief
- Gender reassignment
- Marriage or civil partnership
- Pregnancy and maternity
Appendix 2 Discrimination
This is recognised in two key parts under the Equality Act 2010:
- Direct discrimination
- Indirect discrimination
A person (A) discriminates against another (B) if A applies to B a provision, criterion or practice which is discriminatory in relation to a relevant protected characteristic of B’s.
Appendix 3 Harassment
Harassment occurs where a person engages in unwanted conduct related to a Protected Characteristic as outlined in the Equality Act 2010, which has the purpose of either:
Violating the other person’s dignity; or
Creates an intimidating, hostile, degrading, humiliating or offensive environment
for the other person.
In determining whether conduct amounts to harassment, regard is had to:
A person (A) discriminates against another (B) if, because of a protected characteristic, A treats B less favourably than A treats or would treat others.
The perception of the victim;
Whether it is reasonable for the conduct to have the perceived effect; and
•he Wider circumstances of the matter.
Sexual Harassment
Sexual harassment occurs where a person engages in unwanted conduct of a sexual nature, and the conduct has the purpose or effects outlined above.
One Off Incidents
A single, isolated, or one-off incident can still amount to harassment. The key consideration is the purpose or effect of the conduct.
Protection from Harassment Act 1997
Harassment can still occur even if it not based on a Protected Characteristic. The Protection from Harassment Act 1997 made it a civil, and sometimes a criminal, offence to carry out a course of conduct that amounts to harassment.
Appendix 4
Victimisation
Victimisation as defined by the Equality Act 2010.
Victimisation occurs where a person suffers a detriment because they do a protected act or are believed to have done a protected act.
Protected Act
A protected act includes bringing legal proceedings or making a complaint under the Equality Act 2010 in relation to discrimination, harassment, bullying, or any other issue related to equality, diversity or Protected Characteristics.
Detriment
A detriment can be any less favourable treatment, including direct acts such as suspensions, fines, sanctions, and verbal and physical aggression.
It is not necessary to show that somebody is being treated less favourably than somebody else who did not do a protected act, only that they have been subject to a detriment because of a protected act.