Inclusivity & Diversity

Inclusivity & Diversity

See our Inclusivity & Diversity policy below.
Vision

To prevent discrimination of any kind against a private person or groups of people on account of ethnic origin, gender, language, religion, politics, sexual orientation, or any other reasons.

Equality, Diversity, and Inclusion Policy: 

All participants in rugby union, cricket or any activity carried out on Old Parkonians Association property, regardless of age, sex, ability or disability, race, colour, nationality, ethnic or national origin, religion or belief, size, or sexual orientation have the right to protection from harm. This policy has been developed by Old Parkonians Association Limited to capture the values set out by the Rugby Football Union, Cheshire Rugby Football Union and the England and Wales Cricket Board.

The policy applies to any participant, and as a coach, official, referee, manager, administrator, or spectator. 
Direct discrimination is defined as treating a person less favourably than others are or would be treated in the same or similar circumstances. 
 Indirect discrimination occurs when a requirement or condition is applied which, whether intentional or not, adversely affects a considerably larger proportion of people of one race, sex, or marital status than other and cannot be justified on grounds other than race, sex, or marital status.

Effective diversity and inclusion arrangements are underpinned by two key principles:

• Promoting diversity and inclusion is everyone’s responsibility: for services to be effective each player, coach, match official, volunteer, management committee member and volunteer should play their full part: and
• A victim-centred approach: for services to be effective they should be based on a clear understanding of the needs and views of any person who is a victim of discriminatory behaviour

Desired Outcomes of the Policy: 

Advancing equality of opportunity, fostering a culture of inclusivity, and promoting good relations for all.

Promoting a harmonious working environment in which all persons are treated with respect and in line with our other values of trust, excellence, enjoyment, teamwork, and inclusiveness. 

Preventing occurrences of unlawful or unfair direct discrimination, indirect discrimination, harassment, and victimisation.

Preventing occurrences of associative discrimination and discrimination by perception.

Fulfilling Old Parkonians Association Limited legal and regulatory obligations under equality legislation and codes of practice e.g., Sport England’s ‘A Code for Sports Governance’, the Equality Standard - A Framework for Sport (www.equalityinsport.org), NSPCC’s Child Protection in Sport Unit (CPSU) ‘Standards for Safeguarding and Protecting Children in Sport’ Enabling.

Supporting transparent challenge and positive engagement with all stakeholders who raise concerns in relation to negative experience and impact because of perceived discrimination and/or prejudice, embracing the benefits of diversity and ensuring that a welcoming and inclusive environment is created.

Policy Principles; 

1. Old Parkonians Association Limited is committed to encouraging equality, diversity, and inclusion among our club membership, and eliminating unlawful discrimination.

2. The aim is for our club membership to be truly representative of all sections of society and our local population, and for every player, coach, referee, volunteer, or other member to feel respected and able to give their best. 

3. Old Parkonians Association Limited is committed to eradicating unlawful discrimination of club members or the public in a rugby, cricket, or any other setting at the club.

 4. The policy’s purpose is to: 
• provide equality, fairness, and respect for everyone engaged in any activity within the club footprint
 • not unlawfully discriminate because of the Equality Act 2010, Protected Characteristics of age, disability, gender identity, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex, and sexual orientation. In addition, Old Parkonians Association Limited recognises that not all disability and difference is visible and may include communication and learning differences (including but not limited to Autistic Spectrum Disorder, Dyslexia etc.), mental health issues and the impact of past/current trauma.
• In addition, Old Parkonians Association Limited recognises that we live in a diverse society and will endeavour to ensure that all stakeholders are given the same opportunities regardless of their socio-economic backgrounds
• Oppose and avoid all forms of unlawful discrimination. This includes in selection and playing decisions, spectator behaviour at matches, officiating, club governance, dealing with discipline, safeguarding, training or other developmental opportunities.

5. Old Parkonians Associations Limited commits to;
 • Encourage equality, diversity, and inclusion in the clubhouse and, on and around the pitch.
 • Create a club environment free of bullying, harassment, victimisation, and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all participants are recognised and valued.
 • Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow rugby or cricket participants, the public and any others in the course of the club’s activities. Such acts will be dealt with as misconduct under grievance and/or disciplinary procedures, appropriate and proportionate action will be taken. Particularly serious complaints could lead to disciplinary action. Further, sexual harassment may amount to both a safeguarding 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.

Old Parkonians Association Limited recognises its legal obligations under the following acts of Parliament:
 
• Race Relations Act 1976 (Amendment 2000) 
• Equal Pay Act 1970 
• Sex Discrimination Acts 1975, 1986, 1999 
• Disability Discrimination Act 1995 
• Rehabilitation of Offenders Act 1974 
• Human Rights Act 1998 

Old Parkonians Association Limited will continuously monitor and review the selection criteria and procedures in relation to participation and employment to ensure individuals are selected, promoted, and treated solely on the basis of the skills and abilities that are appropriate to the position.

Complaints;

If any member, visitor, or person working at the Club feels they have suffered discrimination or harassment or that Club rules have been broken, they should follow the procedures below.

1. The Complainant should report the matter in writing to the Club Committee The report should include:
a. details of the event, including when and where it took place;
b. witness details and copies of any witness statements;
c. names of any others who claim to have been treated similarly (provided they consent);
d. details of any former complaints made about the incident, including the date and to whom such complaint was made;
e. an indication as to the desired outcome.

2. On receiving a formal complaint, the Club Committee, or designated representative(s):
a. will acknowledge the complaint to the complainant within 48 hours. This will be in the form of a letter or email.
b. will request parties to the complaint to submit written evidence;
c. may decide to uphold or dismiss the complaint without holding a hearing;
d. may hold a hearing at which both parties can attend and present their case;
e. may impose any of the following sanctions:
• warn as to future conduct;
• remove or suspend membership;
• exclude a non-member from the Club – temporarily or permanently;
• turn down a non-member’s current and/or future membership application.
f. provide a full response within 28 days in the form of an email or letter. If for any reason a full response cannot be issued within 28 days this must be communicated to the complainant in the form of an email or letter. The full response must then be issued within 56 days of the original complaint.

3. The Committee will provide both parties with written reasons for its decision to uphold or dismiss the complaint within one month of the decision being made.

4. If the complaint relates to the Club Committee or other group in the club, the Complainant has the right to report the concern directly to Cheshire Rugby Football Union or the England and Wales Cricket Board.

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