Equality and Diversity

Red Diamond Sports Club is committed to encouraging equality, diversity and inclusion among our volunteers and members of the Club, and eliminating unlawful discrimination.

The aim is for our volunteers and members to be truly representative of all sections of society, and for each volunteer and member to feel respected and able to give their best.

The organisation – in providing services – is also committed against unlawful discrimination of the public.

Our policy’s purpose

This policy’s purpose is to:

• Provide equality, fairness and respect for all in volunteers and members of the Club.
• Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of:
  • age
  • disability
  • gender reassignment
  • marriage or civil partnership
  • pregnancy and maternity
  • race (including colour, nationality, and ethnic or national origin)
  • religion or belief
  • sex
  • sexual orientation
• Oppose and avoid all forms of unlawful discrimination. This includes in:
  • pay and benefits
  • terms and conditions of volunteering
  • dealing with grievances and discipline
  • dismissal
  • redundancy
  • requests for flexible volunteering
  • selection for volunteering, training or other developmental opportunities

Our commitments

The organisation commits to:

1. Encourage equality, diversity and inclusion in the Club as they are good practice and make sense
2. Create an environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all are recognised and valued. This commitment includes training volunteers and members of the Club about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include volunteers and members conducting themselves to help the organisation provide equal opportunities and prevent bullying, harassment, victimisation and unlawful discrimination. All volunteers and members should understand they, as well as the Club, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their volunteering or membership, against fellow volunteers or members, other organisations and the public.
3. Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow volunteers and embers, other organisations, visitors, the public and any others in the course of the organisation’s activities. Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal. Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.
4. Make opportunities for training, development and progress available to all volunteers, who will be helped and encouraged to develop their full potential.
5. Make decisions concerning volunteers being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
6. Review practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.