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Scottish Squash recognises that certain individuals or groups
within our society experience both direct and indirect discrimination.
Scottish Squash is committed to the principle of equal opportunities
for everybody, whether they are employees, clubs, members
or volunteers.
Scottish Squash is committed to the elimination of direct
or indirect discrimination on the grounds of race, colour,
social position, religious or political belief, age, gender,
national origin, health or disability, marital status, sexuality/sexual
orientation, responsibility for dependants or any other specific
factors which may result in discrimination.
This policy statement aims to ensure that no person is discriminated
against, directly or indirectly, because of unfair social
practices. Scottish Squash will take steps to challenge any
discrimination experienced by any employees, clubs, members
or volunteers and will endeavour to reduce experiences of
marginalisation due to direct or indirect discrimination.
The Sex Discrimination Acts of 1975 and 1986 and The Race
Relations Act of 1975 provides the legal basis for this policy
statement.
Introduction
Scottish squash recognises the importance and value of promoting
equal opportunities for its current and future workforce and
volunteers. Scottish Squash accepts that, in addition to fulfilling
its moral and legal responsibilities, equality of opportunity
in employment and participation will enable Scottish Squash
to make the most effective use of its staff and volunteers
in the delivery of quality services to the squash community
in Scotland.
The purpose of this policy statement is to provide a framework
for the provision of equal opportunities within Scottish Squash
and the elimination of unlawful, unfair and inappropriate
discrimination. The policy will be supported by associated
policies and procedures dealing in detail with specific practices.
General Statement of the policy
Scottish Squash is committed to achieving equality in squash
in Scotland and eliminating discrimination in all forms including
discrimination on the grounds of marital status, sex, race,
colour, nationality, ethnic or national origin, age, disability,
sexuality, religious belief, trade union activity, responsibility
for dependants, employment status or HIV status.
Scottish Squash recognises that existing and future anti-discrimination
legislation provides a statutory framework for the enforcement
of equal rights. Scottish Squash wishes, however, to address
all forms of discrimination which prevent equality of opportunity,
whether or not they are unlawful.
To achieve this, Scottish Squash is committed to an ongoing
programme of action and will review its Equal Opportunities
Policy annually.
Where appropriate, positive action measures will be introduced
to assist disadvantaged groups as provided for under relevant
legislation.
Responsibilities of Scottish Squash as an employer
Scottish Squash recognises that responsibility for providing
equal opportunities rests primarily with Scottish Squash as
an employer.
The overall responsibility for ensuring the full implementation
and monitoring of Scottish Squash’s Equal Opportunities
Employment Policy will rest with the Scottish Squash Executive
Board of directors.
Their responsibilities will be:
• To co-ordinate and monitor the policy
• Review and develop, as required, Scottish Squash’s
recruitment and employment procedures and practices in association
with professional staff members
• Review and develop training courses and programmes
in association with professional staff members
• Provide guidance and information to any employees
and volunteers who may require it
In order to ensure the effectiveness of this policy Scottish
Squash will:
• Consult with various organisations and partners on
the implementation of the policy through established consultative
arrangements
• Ensure communication of the policy to all employees,
job applicants and volunteers
• Provide training and guidance for employees and volunteers,
as appropriate, to ensure they understand and properly implement
the policy
• Review and develop, as required, recruitment and employment
procedures and practices, training arrangements and conditions
of service in order to promote equality of opportunity and
eliminate discrimination
• Regularly monitor policy effectiveness and identify
possible areas for action
• Ensure that all actions of employees and volunteers
in provision of their services shall be carried out in a non-discriminatory
manner
Responsibilities of Scottish Squash employee and
volunteers
It is recognised that individual employees and volunteers
acting on behalf of Scottish Squash at all levels have responsibilities
morally, legally.
Individual employees and volunteers must:
• Co-operate with measures introduced by Scottish Squash
to promote equal opportunities and eliminate discrimination
• Not themselves discriminate against other employees,
volunteers or job applicants
• Not induce or attempt to induce other employees and
volunteers, management or influence other external organisations
to practise either direct or indirect discrimination
• Not victimise any individuals, who have made complaints
or who have provided information about discrimination
• Not harass, abuse or intimidate other employees or
volunteers on any grounds otherwise act in a discriminatory
manner
• Ensure that, in any dealing with client groups and
members of the public, no actions are undertaken that can
be held as discriminatory
Discriminatory acts or omissions committed by employees,
volunteers or management of Scottish Squash will be viewed
seriously and could result in disciplinary action being taken,
which may include dismissal.
Monitoring
Scottish Squash will develop and maintain procedures and systems
for collecting relevant information and statistics to monitor
the progress of the policy in practice. Information gathered
through these systems will be made available at regular intervals.
Information gathered through monitoring will seek to:
• Ensure the requirements of the policy and relevant
legislation are being met
• Identify practices which may need to be amended or
removed to ensure compliance with the policy
• Develop and maintain a database on Scottish Squash’s
workforce and job applicants which will allow positive action
programmes to be taken to achieve equality objectives
• It is intended that the composition of the workforce
and job applicants will be monitored primarily by information
provided by means of voluntary self-classification
All information collected will be used solely for monitoring
purposes. Arrangements will be made to ensure confidentiality
Complaints
Scottish Squash’s policy does not detract from an individual’s
rights. This policy does not prevent any individual from pursuing
their contractual rights through internal or external appeals
procedures or from pursuing their statutory rights through
any body, which deals with enforcement of the particular legislation.
Review of Policy
This policy will be review annually or when information gathered
or new legislation, which has a bearing on its content, shows
a need for update.
Guidance on classification areas to be used for monitoring
purposes
Sex
Individuals will be asked to classify themselves as either
‘Male’ or ‘Female’
Age
Individuals will be asked to record their date of birth
Marital Status
Individuals will be asked to determine with which of the undernoted
categories they most closely associate themselves:
• Married
• Unmarried or
• Other (eg individuals who are widowed but have not
married, married individuals who are separated, individuals
who are living with a partner etc)
Disability
It is recognised that disabled people are not only those whose
disability is immediately apparent (eg people with visual
impairment or wheelchair users) but also those whose disability
is not visible (eg heart trouble, mental illness, epilepsy
or diabetes).
Accordingly, individuals will be asked whether they consider
they have a disability, which falls within the terms of the
Disability Discrimination Act 1995.
Under the Discrimination Act 1995, disabled applicants have
a right to reasonable adjustment within the workplace or the
possibility of job restructuring.
Accordingly, individuals will be asked if they consider any
such adjustments necessary.
Ethnic Origin
These categories have been determined in accordance with the
commission for Racial Equality’s Guidelines of August
1995.
Individuals should determine with which of the under-noted
categories they most closely associate themselves having regard
to their ethnic or cultural background and that of their recent
forebears:
• Asian – Bangladeshi • White – British
• Asian – Indian • White – Irish
• Asian – Pakistani • White – Other
• Asian - Other • Mixed – White & Asian
• Black – African • Mixed – White
& Black Caribbean
• Black – Caribbean • Any Other Mixed
• Black - Other • Other Ethnic Group
• Chinese
Skin Colour
Individuals should classify themselves as either ‘White’
or ‘Black’ (i.e. all colour groups other than
white).
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