Equality Policy
 

April 2011

Equality Vision for Lacrosse           
 

English Lacrosse is fully committed to supporting the principle and practice of equality of opportunity. No participant, volunteer, job applicant or employee will receive less favourable treatment on the grounds of age, disability, gender, gender reassignment, marriage and civil partnership,  pregnancy and maternity, race, religion or belief, sexual orientation, (together the “protected characteristics”) or will be disadvantaged by conditions or requirements that cannot be shown to be relevant to performance. In addition English Lacrosse 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. English Lacrosse and its partners in the sport of Lacrosse are united in encouraging all involved in the game to adopt this vision for equality. 
 

Equality in English Lacrosse 
 

English Lacrosse will advocate and implement through its policies that every effort will be made to ensure that all Lacrosse activity has equality embedded at its core.  This will be demonstrated in employment, membership and provision of opportunities to participate as a player, educator, administrator, officiator and a volunteer.

Please see English Lacrosse Equality Action Plan available in this section of the web site www.englishlacrosse.co.uk

Purpose of the Equality Policy for Lacrosse

The English Lacrosse Association (ELA) recognises that certain sections of the community have been affected by past discrimination and may be denied the opportunity to participate equally and fully in sport at all levels.

This policy has been produced to prevent and tackle any potential or current discrimination or other unfair treatment, whether intentional or unintentional, direct or indirect, against its employees, members, participants and volunteers.

English Lacrosse Equality Policy

English Lacrosse will:

          produce and maintain an action plan to ensure the intent of this policy is delivered.
 

          ensure open access to all its services such that no individual or group is discriminated against in their pursuit of involvement in Lacrosse or its administration because of any personal characteristic other than those necessary for the proper performance of the roles involved.
 

          recognise that, in some cases, to achieve the principle of equality, unequal effort is required and, if appropriate, will take positive action to tackle under representation.

          select, recruit, promote and train personnel working for or on behalf of the Association solely on the basis of merit and ability, making reasonable adaptations to facilities or equipment and providing individual training where necessary.

          ensure that affiliated clubs and individuals working within these organisations as employees or volunteers have access to and be recommended to incorporate, relevant guidance in pursuit of this commitment to equality. 
 

          ensure that all parties having business with English Lacrosse and all key stakeholders are made aware of the policy.

          recognise its legal obligations under, and will abide by the requirements of, the Equality Act 2010, and any equivalent legislation (as amended) in any UK jurisdiction, Jersey, Guernsey or the Isle of Man and any later amendments to such legislation or subsequent equality related legislation that may be relevant to English Lacrosse.
 

          seek advice each time this policy is reviewed to ensure it continues to reflect the current legal framework and good practice.
 

          monitor and evaluate the policy, practices, procedures and operations on an ongoing basis and inform its counties/territories, clubs, employees and volunteers of their impact. Results of any equality monitoring will also be published in the Annual report of the ELA to its membership at the Annual General Meeting.

          ensure the action plan and intent of this policy are resourced and delivered. Progress will be reviewed and monitored by the Chief Executive and the member of staff with responsibility for equality implementation on a quarterly basis. All staff members and volunteers will have the opportunity to be part of the review process.
 

          ensure the Equality plan becomes part of the overall business plan and as such will be reviewed by the Board on an annual basis.

          not tolerate prejudice against any group or individual and take action to prevent unfair treatment of or discrimination - intentional or unintentional, direct or indirect – against its employees, members or volunteers.
 

          ensure that policies and procedures for all Equality strands i.e. people with a disability, women and girls, people from ethnic minority groups and young people are developed by the relevant committees and staff of English Lacrosse and endorsed by the Executive Committee.

Discrimination, harassment and victimisation

The ELA recognises the following as being unacceptable:

Direct discrimination - treating someone less favourably than another because of a protected characteristic.

Indirect discrimination – applying a provision, criterion or practice, intentionally or not, which disproportionately and detrimentally affects individuals with a particular protected characteristic. Such requirements or conditions are lawful only if they can be objectively justified.

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.

Harassment - inappropriate actions, behaviour, comments or physical contact that is objectionable or causes offence to the recipient. It may be directed towards someone because of a protected characteristic.

The ELA is committed to ensuring that its employees, members, participants and volunteers are able to conduct their activities free from harassment or intimidation.

Victimisation - subjecting someone to a detriment because he or she has in good faith taken action under the Equality Act 2010 (or equivalent legislation) by bringing proceedings, giving evidence or information in relation to proceedings, giving evidence or information in relation to proceedings, making an allegation that a person has contravened the Equality Act 2010 (or equivalent legislation) or doing any other thing for the purpose of or in connection with the Equality Act 2010 (or any equivalent legislation).

Disciplinary action against discrimination, harassment and victimisation

In pursuance of this policy, English Lacrosse reserves the right to discipline any of its employees, members or volunteers who practise any form of discrimination on the grounds of. age, disability, gender, gender reassignment, marriage and civil partnership,  pregnancy and maternity, race, religion or belief or sexual orientation. In such cases, the disciplinary and grievance procedures of the Association will be followed as in Article 19 of English Lacrosse Constitution (January 2004 version). 

(Article 19 will be reviewed as part of the new policy and action plan and the constitution amended in light of that review)

Organisational responsibilities

The Chief Executive has overall responsibility for the implementation of this policy throughout the organisation, with day-to-day responsibility held by the Equality Officer.

The policy and implementation plan documents will be available to all staff, members and volunteers of the ELA via the website, so ensuring communication to all.

The policy will be part of the staff handbook and reference will be made to it in any codes of conduct and it will be specifically itemised in staff and volunteer induction programmes.

The Equality Officer will ensure that all staff members will have the necessary training to ensure effective understanding of the issues and implications involved in the Equality policy and implementation plan.

The Equality officer will ensure that the Equality policy and its implementation plan is a regular agenda item at staff meetings.
 

The Equality Officer will ensure that all staff members will have work programmes reviewed with reference to their specific responsibilities in the communication and delivery of the policy and implementation plan.

The Equality Officer will ensure that all staff members will have the delivery of the Equality implementation plan embedded in their annual reviews.

The Equality Officer will ensure that all key volunteers will have access to the necessary training to ensure effective understanding of the issues and implications involved in the equality and diversity policy and implementation plan.

The Equality officer will ensure that the equality policy and its implementation plan is an agenda item at all Technical Committee meetings and a regular agenda item at Executive meetings.

Review of the Equality Policy and Implementation Plan

The ELA, through the Equality Officer, will develop links to individuals and specific organisations to form a consultative group to advise and review the Equality policy and implementation plan on a regular basis.

The ELA will review the Equality Policy on an annual basis and make any constitution recommendations to the Annual General Meeting of the organisation.

The Equality Policy and implementation plan review will be addressed at the Executive Committee prior to the annual general meeting

The Equality Policy and implementation plan review will be addressed formally at the Technical Committee meeting held annually in January, using advice from the consultative committee.

The policy and implementation plan review will form part of the annual appraisal for all staff.

Whistle Blowing

Where a person wishes to make a complaint about prejudice, discrimination, victimisation or harassment by a member of English Lacrosse or its nominated committees they should contact the Equality Officer at English Lacrosse on 0161 227 3626, www.englishlacrosse.co.uk or write to the Equality Officer, Belle Vue Athletics Centre, Pink Bank Lane, Manchester M12 7GL