
Rutherglen Glencairn Football Club
Diversity & Inclusion Policy
COMMITTEE RESPONSIBILITY/OBJECTIVES STATEMENT
The Rutherglen Glencairn Football Club Committee and President are publicly accountable for Equality and will receive regular updates on the Rutherglen Glencairn Football Club activities and the implementation of the Equality Policy from a member of staff board. It is the role of the Committee and President to address any actual or potential breaches of the policy.
The
Rutherglen Glencairn Football Club President will be responsible for monitoring
the implementation of Rutherglen Glencairn Football Club Equality Policy. They
will have overall responsibility for overseeing the delivery of the Equality
Action Plan and the overall progress of Equality within the Rutherglen
Glencairn Football Club Structures.
CLUB PUBLIC COMMITMENT STATEMENT
Rutherglen Glencairn Football Club endorses the principle of Equality and is committed to ensure that everyone who wishes to be involved with Rutherglen Glencairn Football Club, regardless of their role, current or potential:
·
have a genuine and equal opportunity to participate
to the full extent of their own ambitions and abilities, regardless of their
age, sex, gender identity, disability, marital or civil partnership status,
pregnancy or maternity, religion, race, socioeconomic status or sexual
orientation; and
·
can be assured of an environment in which
their rights and dignity and individual worth are respected and valued, and in
particular that they are able to be involved and participate without the threat
of discrimination, intimidation, victimisation, bullying, harassment or abuse.
DISORDERLY CONDUCT
Disorderly Conduct means:
(i) Conduct which stirs up or sustains, or is likely or designed to stir up or sustain, hatred or ill will against or towards a group or persons based on their membership or presumed membership of a group defined by reference to a Category or against an individual who is or is presumed to be of the following categories:
·
Gender,
colour, race, nationality (including citizenship) or ethnic or national origin
·
Membership
or presumed membership, of a religious group or of a social or cultural group
with perceived religious affiliation
·
Sexual
orientation
·
Transgender
identity
· Disability
by the person
or persons engaged in the Conduct to be a member of such group.
(ii) Using threatening, abusive or insulting words or
conduct
(iii) Displaying any writing or other thing which is
threatening, abusive or insulting, or
(iv) Using words or conduct or displaying wiring or
other thing which indicates support for, or affiliation to, or celebration of,
or opposition to an organisation or group proscribed in terms of the Terrorism
Act 2000, and any successive or replacement legislation thereto:
Sanctions;
Any Person committing Disorderly conduct and/or any
person who assists another or others to commit Disorderly conduct, may be
subject to any, or a combination of the following;
· Refusal
of entry to the stadium
· Removal
from the stadium
· Suspension
from attending matches of Rutherglen Glencairn Football Club
· Indefinite
ban from attending matches of Rutherglen Glencairn Football Club
· Be the subject of a report to Police Scotland and/or any prosecuting authorities which may result in possible criminal proceedings.
EQUALITY POLICY
1. Policy Statement
Rutherglen Glencairn Football Club endorses the
principle of Equality and is committed to ensure that everyone who wishes to be
involved with Rutherglen Glencairn Football Club, regardless of their role,
current or potential:
·
have a genuine and equal opportunity to participate
to the full extent of their own ambitions and abilities, regardless of their
age, sex, gender identity, disability, marital or civil partnership status,
pregnancy or maternity, religion, race, socioeconomic status or sexual
orientation; and
·
can be assured of an environment in which
their rights and dignity and individual worth are respected and valued, and in
particular that they are able to be involved and participate without the threat
of discrimination, intimidation, victimisation, bullying, harassment or abuse.
This
Policy has the following objectives:
·
To
promote fair and equitable treatment for everyone involved with Rutherglen
Glencairn Football Club, in whatever capacity.
·
To
ensure that no one working for, wishing to work for or working on behalf of Rutherglen
Glencairn Football Club receives less favourable treatment on the grounds set
out in 1.
·
To
adopt a planned approach (strategically and operationally) to eliminating
perceived barriers which discriminate against or exclude particular groups.
·
To
give clear guidance and communication to all individuals who, either administer
an area of Rutherglen Glencairn Football Club or work for Rutherglen Glencairn
Football Club on its commitment to Equality.
·
To
ensure that the content of policies, procedures, competitions, regulations
(where applicable) and assessments provides equal opportunity for all except
where specific situations or conditions properly or reasonably prevent this.
·
To
adopt systems and procedures which ensure all materials prepared, produced or
distributed on behalf of Rutherglen Glencairn Football Club and all relevant
public statements made on behalf of Rutherglen Glencairn Football Club reflect
its commitment to equality and inclusion.
3. Scope
3.1 This
Policy applies to all current and potential employees (temporary), workers,
Directors, Co-optees, consultants, agents, sub-contractors, volunteers, and any
other person providing services on behalf of Rutherglen Glencairn Football Club
(?associated persons?).
3.2 The
Policy extends to all activities of Rutherglen Glencairn Football Club.
4.1 Rutherglen Glencairn Football Club is
committed to remove and eliminate any direct or indirect discrimination of any
form or kind within Rutherglen Glencairn Football Club structures, and will
under no circumstances condone unlawful discriminatory practices. The
organisation takes a zero tolerance approach to discrimination, harassment,
victimisation or bullying. Examples of the relevant legislation and the
behaviours in question are given in Appendix A.
5.
Positive Action
5.1 The
principle of Equality goes further than simply complying with legislation. It
entails taking positive steps to counteract the effects of barriers ? whether
real or perceived ? that restrict the opportunity for all to participate
equally and fully.
5.2 Rutherglen
Glencairn Football Club will therefore seek to institute, support or contribute
to appropriate measures or initiatives that enable access to Rutherglen
Glencairn Football Club and participation in associated activities by people
from any group that is under-represented or has difficulty accessing it.
5.3 Rutherglen
Glencairn Football Club will furthermore seek to apply employment practices in
general, and recruitment and selection practices more specifically, which
encourage and support people with protected characteristics to gain access to
work or training.
6.
Reasonable adjustments
6.1 Rutherglen
Glencairn Football Club recognises that it is has a duty to make reasonable
adjustments for disabled persons.
6.2 The
duty to make reasonable adjustments may include the removal, adaptation or
alteration of physical features, if these make it impossible or unreasonably
difficult for disabled people to carry out their role. It may also include
making changes to working arrangements.
6.3 Rutherglen
Glencairn Football Club will consider all requests for adjustments and where
possible will accommodate any reasonable requests. Where appropriate, advice may
be sought from specialist agencies.
7. Implementation
7.1 To
achieve these objectives, Rutherglen Glencairn Football Club is committed to
promote and advance equal opportunity through Rutherglen Glencairn Football
Club structures which will cover all areas of our organisation. The President is ultimately responsible for
implementing the Policy.
7.2 The
following steps will be taken to publicise this policy and promote Equality
within Rutherglen Glencairn Football Club:
8. Responsibilities
8.1 The
Committee will review all Rutherglen Glencairn Football Club activities and
initiatives against the aims of the policy on an annual basis, and will report
on developments and highlights.
8.2 The
Commitee, or where appropriate a designated project leader, will review any
measures or initiatives that Rutherglen Glencairn Football Club may institute
or take part in to promote and enhance equal.
9.1 Rutherglen Glencairn Football Club reserves the right to audit compliance with the policy from time to time. If you are an employee, a worker or casual staff and misconduct is discovered as a result of any investigation under this policy the Rutherglen Glencairn Football Club disciplinary procedures will be used in additional to any appropriate external measures. Disciplinary action may ultimately lead to dismissal.
Appendix A ? Legal Notes
Discrimination has been legally defined through a
series of legislative acts, including the Race Relations Act, the Sex
Discrimination Act, the Disability Discrimination Act and the Equality Act
2006. In April 2010, the Equality Act
2010 received Royal Assent. The Equality Act 2010 is a new law which harmonises
where possible, and in some cases extends, protection from discrimination. It
applies throughout the UK and came into force in October 2010.
Discrimination refers to unfavourable treatment on the
basis of particular characteristics, which are known as the ?protected
characteristics?. Under the Equality Act 2010, the protected characteristics
are defined as age (employment only until 2012), disability, gender
reassignment, marital or civil partnership status (employment only), pregnancy
and maternity, race (which includes ethnic or national origin, colour or
nationality), religion or belief, sex (gender) and sexual orientation.
Under the Equality Act 2010, individuals are protected
from discrimination ?on grounds of? a protected characteristic[1].
This means that individuals will be protected if they have a characteristic,
are assumed to have it, associate with someone who has it or with someone who
is assumed to have it.
Forms of discrimination and discriminatory behaviour
include the following:
Direct discrimination
Direct discrimination can be described as less favourable treatment on the grounds of one of the protected characteristics.
Indirect discrimination
Indirect discrimination occurs when a provision,
criterion or practice is applied to an individual or group that would put
persons of a particular characteristic at a particular disadvantage compared
with other persons.
Discrimination arising from disability
When a disabled person is treated unfavourably because of something connected with their disability and this unfavourable treatment cannot be justified, this is unlawful. This type of discrimination only relates to disability.
Harassment
Harassment is defined as unwanted conduct relating to
a protected characteristic that has the purpose or effect of violating a
person?s dignity, or which creates an intimidating or hostile, degrading,
humiliating or offensive environment for that person.
Victimisation
It is unlawful to treat a person less favourably because he or she has made allegations or brought proceedings under the anti-discrimination legislation, or because they have helped another person to do so. To do so could constitute victimisation.
Bullying
Bullying is defined as a form of personal harassment
involving the misuse of power, influence or position to persistently criticise,
humiliate or undermine an individual.
Adult Equality Monitoring Information
The Scottish FA and Rutherglen Glencairn Football Club aims football in Scotland to be representative and reflective at all levels of the game, by identifying and removing barriers within Scottish Football practices. Completing this monitoring form will help us achieve this, and also help Scottish Football to meet its obligations under the Equality Act 2010.
While it is voluntary to disclose this information, doing so will enable Scottish Football to better understand the composition of players, coaches, officials, volunteers and supporters.
Your answers will be treated in the strictest confidence, and all data disclosed will comply with the Data Protection Legislation.
The Scottish Football Association respects your privacy and we will not disclose your personal data to any other third party without your consent unless legally required. The Scottish FA will process personal data collected from you for the purpose of monitoring compliance with our equal opportunities obligations and policy. For further information, our full Privacy Policy can be found on our website www.scottishfa.co.uk/privacy-notice/. Our legal grounds for processing your personal information are consent and we will store and retain your personal information for as long as necessary to fulfil the purposes we collected it for.
In case of any questions or queries, please contact Peter Ferguson, Secretary, Rutherglen Glencairn Football Club on 07858329923
Under 16 Equality Monitoring Information
The Scottish FA and Rutherglen Glencairn Football Club aims football in Scotland to be representative and reflective at all levels of the game, by identifying and removing barriers within Scottish Football practices. Completing this monitoring form will help us achieve this, and also help Scottish Football to meet its obligations under the Equality Act 2010.
While it is voluntary to disclose this information, doing so will enable Scottish Football to better understand the composition of players, coaches, officials, volunteers and supporters.
Your answers will be treated in the strictest confidence, and all data disclosed will comply with the Data Protection Legislation.
As parental consent is required for people under 16 years of age, please complete and return to your coach.
The Scottish Football Association respects your privacy and we will not disclose your personal data to any other third party without your consent unless legally required. The Scottish FA will process personal data collected from you for the purpose of monitoring compliance with our equal opportunities obligations and policy. For further information, our full Privacy Policy can be found on our website www.scottishfa.co.uk/privacy-notice/ . Our legal grounds for processing your personal information are consent and we will store and retain your personal information for as long as necessary to fulfil the purposes we collected it for.
In case of any questions or queries, please contact Peter Ferguson, Secretary, Rutherglen Glencairn Football Club on 07858329923.
Document Control
Mandatory Review Date (To be reviewed and published annually).
Reviewed on 17th January 2023
Next review date: 17th January 2024
Audit of staff (paid and unpaid) and the club committee must be completed by no later than December 2023.