Equality of Opportunity Policy
Objective and Commitments
1. The Sports Council for Wales is fully committed to achieving equality in sport and physical recreation. The Sports Council’s Equality Scheme outlines our proactive approach in this area. It sets out our commitment in working towards achieving equality in all our functions, whilst embracing the spirit of equality legislation and eradicating any form of unfair discrimination.
2. The Council is committed to supporting the principle of equality of opportunity in the workplace. To meet this objective, the Council has a policy to provide employment equality to all regardless of gender, race, colour, nationality, ethnic origin, marital or civil partnership status, fixed-term or part-time status, age, religion, belief, sexual orientation, parental responsibilities or disability.
3. The Council believes that everyone has the right to work (or apply to work) in an environment which promotes equality of opportunity and prohibits discriminatory practices. The Council does not tolerate any form of discrimination, harassment or victimisation by or against its employees. The Council maintains that it is everyone’s obligation to behave in a way that supports this policy and you should be fully aware of the behaviour that can constitute discrimination and victimisation.
4. This policy is not designed to discourage normal social relations among your colleagues or with the public. Its aim is to prevent unlawful direct or indirect discrimination, harassment, victimisation or unfair treatment, whether intentional or unintentional. It is everyone’s responsibility to be sensitive towards the impact that they have on others and not to discriminate against colleagues or condone discrimination by others.
5. The Council is committed to fulfilling our legal obligations under the equality legislation and associated codes of practice. The Council will comply with its own equality of opportunities policy and code of practice. Any form of discrimination may be unlawful and will be treated as a disciplinary offence resulting, if appropriate, in disciplinary action.
The Sports Council for Wales is required by law not to discriminate against its employees and recognises its legal obligations under, and will abide by the requirements of, the following:
· Equal Pay Act 1970
· Rehabilitation of Offenders Act 1974
· Sex Discrimination Acts 1975, 1986 & 1999
· Race Relations Act 1976 and the Race Relations Amendment Act 2000
· Disability Discrimination Act 1995
· Human Rights Act 1998
· Employment Equality (Sexual Orientation) Regulations 2003
· Employment Equality (Religion and Belief) Regulations 2003.
· Any later amendments to the above Acts/regulations, or future Acts/regulations that are relevant to the Council.
The Council will seek legal advice each time the policy is reviewed to ensure it continues to comply with all legislation requirements.
6. This policy will be part of the staff handbook. The Council will ensure that terms and conditions of employment and associated policies are free from all forms of direct and indirect discrimination. No unjustified provision, practice or criteria will be imposed, directly or indirectly, which might place a worker at a disadvantage on grounds of his or her gender, race, colour, nationality, ethnic origin, marital or civil partnership status, fixed-term or part-time status, age, religion, belief, sexual orientation, parental responsibilities or for a reason relating to his or her disability.
7. The Council will ensure that all employees receive equality training and guidance as appropriate, including training on induction. The Council will ensure that those who are involved in assessing candidates for recruitment or promotion will be trained in non-discriminatory selection techniques. Decisions about recruitment and selection, promotion, training or any other benefit will be made objectively and without unlawful discrimination.
8. The Council has developed and is implementing an Equality Scheme which incorporates the objectives and commitments of this policy. The scheme will lay out the Council’s high level strategic aspirations (the vision) and will demonstrate how this message is consistent across the Council’s policy documentation.
9. The Council’s action plan contained within the scheme is linked to the high level aspirations, and will reflect action across all the Council’s departments with meaningful, realistic Key Performance Indicators (KPIs) and timescales. The Council has set up two groups to implement the scheme; an Equality Steering Group, responsible for advising on strategy and corporate matters and an Equality Development Group, responsible for operational action plans.
10. The Council’s aim is to monitor the effectiveness of this equality of opportunity Policy. The Council will review all aspects of its policies, procedures and practices in relation to recruitment, terms and conditions of employment, training, career development, promotion and grievance and discipline to identify any trends or patterns emerging and, if trends and patterns are found to be emerging, it will analyse whether or not these are justified. The Council will endeavour to identify and take all steps necessary to eliminate any unjustified discrimination which is revealed by this monitoring process.
11. Once approved, the policy will apply for 3 years before a formal review takes place, unless any legislation change requires an interim review and/or amendment.
12. The Chief Executive has ultimate responsibility for diversity issues and for ensuring this Policy and the Equality Scheme is implemented. The Director and Heads of Service also take personal responsibility for translating this commitment into action throughout the organisation.
13. The Council has appointed a Senior Officer with responsibility for Equality and Child Protection. Within this remit the dedicated officer is responsible for the development and review of the Equality Scheme, management of the development structure and responsibility for the Equality Standard work.
14. Each department has representation on the Equality Development Group; the representatives sit at manager level within the organisation, and are known as ‘Equality Champions’. They are responsible for disseminating information, and should ensure that the equality scheme represents departmental action, that the action is implemented and reflected in departmental planning and monitoring.
15. All members of staff are expected to be committed to the implementation of this scheme. Where a manager becomes aware of an allegation of discrimination against a colleague or a member of the public in connection with the Council’s activities, they must (whether or not a formal complaint has been made) discuss it with the complainant and, unless the individual expressly requests otherwise, report it to the Human Resources Manager.
16. The Council must take reasonable steps to ensure that discrimination does not occur. If you become aware of any alleged incidents of unfair discrimination, you must report them to the Human Resources Manager. If you believe you are the victim of discrimination, harassment or victimisation (for definitions refer to anti-bullying, anti-harassment and anti-victimisation policy and procedure in the Staff Handbook), you may raise the matter with the person against whom you have the complaint and/or the Human Resources Manager, without the need to make a formal complaint. You are encouraged to use the grievance procedure as set out in the Staff Handbook.