EQUALITY, DIVERSITY & INCLUSION POLICY

Came Down Golf Club (The Club) EQUALITY, DIVERSITY & INCLUSION POLICY 2023

STATEMENT OF INTENT
Came Down Golf Club shares the belief of England Golf and that golf belongs to everyone. All who play and all who aspire to play must have an equal opportunity to do so. The Club is committed to the principles of equality and diversity throughout its membership, its paid and volunteer workforce and any others with whom the Club engages. The Club considers that everyone should play their part in making golf inclusive and aims to ensure that all people, irrespective of background or Protected Characteristics, have a genuine opportunity to engage with golf. We will not disadvantage any individual by imposing conditions or requirements which cannot be justified.

WHO DOES THIS POLICY APPLY TO?
This Policy applies to all – The Board, Committees, members, staff, volunteers, coaches, contractors, squad players, agents, and representatives working, holding office or acting for or on behalf of the Club.

HOW THIS POLICY WORKS
This policy works in conjunction with our other policies and procedures are for example our recruitment policy, our Complaints, Grievance & Disciplinary Approach, our Safe Guarding Policy, our Data Protection Policy and very importantly our Code of Conduct.

HOW DOES THIS POLICY GET IMPLEMENTED?

Promote fairness, equality, diversity and respect for everyone working, volunteering or participating in the sport of golf or otherwise engaging with the Club
Ensure that all competitions, events and activities are administered by the Club are carried out in a fair and equitable way
Monitor and review Club policies, procedures and regulations to ensure that they are consistent with the requirements of this policy
Where practical we will take steps to monitor the diversity of the Club’s members, participants, players, volunteers and others that we may engage with in order to measure and assess the impact of this policy
Provide appropriate training and support to staff and volunteers
Make reasonable adjustments for those with a disability
Publish this policy on the Club website

WHAT WE WON’T DO

Discriminate against anyone, either directly or indirectly, on the basis of a Protected Characteristic
Subject anyone to less favourable treatment on the basis of them doing a Protected Act (victimisation)
Subject anyone to harassment in relation to a Protected Characteristic

REPORTING PROCEDURES
If you are concerned about the behaviour or conduct of someone at a Club event, someone representing the Club, or any other breach of this policy please follow The Clubs Complaints, Grievance & Disciplinary Approach, and direct all issues in writing to the General Manager.

APPENDIX TO THE POLICY – ACTS and DEFINITIONS
Underpinning this policy, is The Equality Act 2010 and Discrimination and the Protection from Harassment Act 1997. Every individual and organisation to whom this Policy applies must not act in a way which is directly or indirectly discriminatory on the basis of a Protected Characteristic. The Equality Act 2010 makes it unlawful to discriminate directly or indirectly against individuals or groups with certain “Protected Characteristics”. The “Protected Characteristics” are listed in section 4 of the Act:

Age
Disability
Gender Reassignment
Marriage and Civil Partnership
Pregnancy and Maternity
Race
Religion or Belief
Sex
Sexual Orientation

Direct Discrimination - is defined at section 13(1) of the Equality Act 2010: “A person (A) discriminates against another (B) if, because of a protected characteristic, A treats B less favourably than A treats or would treat others.” For example, if an action or decision is taken by a club which treats females less favourably than males, this would be considered direct discrimination on the grounds of sex, which is a protected characteristic.

Indirect Discrimination - is defined at section 19(1) of the Equality Act 2010: “A person (A) discriminates against another (B) if A applies to B a provision, criterion or practice which is discriminatory in relation to a relevant protected characteristic of B's.” Indirect discrimination occurs where less favourable treatment is not the main effect or objective of an action or decision. The nature of indirect discrimination is that the discriminatory effect can be an unexpected or unforeseen effect of a good faith decision. Complaints of indirect discrimination should be considered carefully and objectively, and not dismissed out of hand purely because the effect was not an expected or intentional one. If, for example, a club has a rule or practice that certain competitions are only played on Saturdays, this would prevent members with certain religious beliefs from taking part in the competition. Although it may not have been the intention of the golf club, the effect is the less favourable treatment of members on the grounds of religion or belief, which is a protected characteristic. This is indirect discrimination.

Actions and Intentions - can still be considered discriminatory even if the less favourable treatment is unintentional. It may not always be obvious to the perpetrator that their actions are discriminatory. Indirect discrimination is often unintentional, but it is not a defence to an allegation of discrimination to say that the perpetrator did not mean to discriminate against a person or group. Discrimination can arise out of actions and decisions but can also arise out of omissions and failure to take actions or decisions.

Reasonable Adjustments - everybody to whom this Policy applies is under a duty to make reasonable adjustments to avoid discriminating against any individual or group with the Protected Characteristic of Disability. The duty is to make reasonable adjustments. It is not unreasonable for adjustments to cost time, money, or other resources. However, an adjustment may not be reasonable if the cost is disproportionately high or making the adjustment would be unfeasible. The resources required to make an adjustment are an important factor to be considered in deciding whether an adjustment is reasonable.

Positive Action - it can be lawful to make decisions that discriminate on the basis of a Protected Characteristic in very limited and exceptional circumstances, if the discrimination is a ‘Positive Action’ taken in order to address an underrepresented group or Protected Characteristic. Positive Actions must be reasonable, justifiable, and clearly linked to a legitimate aim. Where a club decides to take Positive Action in respect of an underrepresented group, it should carefully record its decision making and the evidence it has considered and review the practice regularly to ensure that the Positive Action does not continue for longer than reasonably necessary.

Protection from Harassment Act 1997 - harassment can still occur even if it not based on a Protected Characteristic. The Protection from Harassment Act 1997 made it a civil, and sometimes a criminal, offence to carry out a course of conduct that amounts to harassment.

Harassment - is defined in section 26(1) of the Equality Act 2010. Harassment occurs where a person engages in unwanted conduct related to a Protected Characteristic (outlined in the Equality Act 2010), which has the purpose of either violating the other person’s dignity; or creates an intimidating, hostile, degrading, humiliating or offensive environment for the other person.

Sexual Harassment - occurs where a person engages in unwanted conduct of a sexual nature, and the conduct has the purpose or effects outlined above.

One Off Incidents – is a single, isolated, or one-off incident can still amount to harassment. The key consideration is the purpose or effect of the conduct.

Victimisation – is defined in section 27(1) of the Equality Act 2010. Victimisation occurs where a person suffers a detriment because they do a protected act or are believed to have done a protected act.

Protected Act – is an act includes making a complaint (whether in writing or not, formally or informally) or bringing legal proceedings under the Equality Act 2010 in relation to discrimination, harassment, bullying, or any other issue related to equality, diversity or Protected Characteristics.

Detriment – is less favourable treatment, including direct acts such as suspensions, fines, sanctions, and verbal and physical aggression. It is not necessary to show that somebody is being treated less favourably than somebody else who did not do a protected act, only that they have been subject to a detriment because of a protected act.

Further guidance and resources – can be found in England Golf ED&I pages on website, England Golf Equality Guidance and equalityhumanrights.com/en.