DEFINITION OF A RACIST INCIDENT:
A racist incident is any incident that is perceived to be racist by the victim, or any other person.
Falkirk Football Club operates a zero-tolerance policy towards racism. It aims to create and maintain an environment for staff and spectators, free from racial harassment, abuse and violence.
Everyone connected with the club has a responsibility to prevent racist behaviour and as such, are responsible not only for their behaviour but that of others.
Proven racist harassment, abuse or violence by an employee will result in disciplinary action by the club and, if appropriate, action by the police. Similarly, such behaviour by a spectator will result in a life ban from the club. The club will encourage and be fully supportive of any criminal investigation.
Club employees, especially security staff, are obliged to report all racist incidents to the club, or to a police officer. It is NOT the sole responsibility of the victim of such abuse to initiate action. Racial abuse or racist behaviour of any kind is itself the trigger for action.
Racial harassment is any verbal, physical, written or visible abuse that is aggravated by the race, ethnic background, nationality, language, skin colour or cultural background of a person and is unacceptable and offensive to that person.
EXAMPLES OF RACIAL HARASSMENT INCLUDE:
PHYSICAL: Intimidating gestures, physical violence or assault or the threat of the above, because of a persons’ race or ethnicity.
VERBAL: Derogatory remarks about a persons skin colour, nationality or appearance, unwelcome remarks about a persons cultural observances or racist jokes.
NON-VERBAL: Graffiti of a racial nature, defacing notices or posters, negative stereotyping of a particular ethnic or national group or written threats of a racist nature.
There is no such thing as unintentional harassment. The key characteristic is that the behaviour is unacceptable to the recipient.
Falkirk Football Club is responsible for setting standards and values to apply throughout the club at every level.
Football is a game for everyone.
Our commitment is to face up to and eliminate discrimination whether by reason of sex, sexual orientation, race, nationality, ethnic origin, colour, religion or disability.
At Falkirk Football Club we will not discriminate or in any way treat anyone less favourably because of these circumstances.
This commitment applies to:
Advertising for volunteers
Selection of candidates for volunteers
External coaching and educational activities
Selection for teams
Appointments to honorary positions
Falkirk Football Club will not tolerate sexual or racially based harassment or other discriminatory behaviour, whether physical or verbal and will ensure that such behaviour is met with appropriate action.
Falkirk Football Club is committed to the development of a programme of ongoing training events and activities aimed at promoting the eradication of discrimination within the club and within the wider football community.
FALKIRK FOOTBALL CLUB ANTI RACISM POLICY STATEMENT/PRACTICES
Falkirk Football Club (the club) has been free from the extremes of sectarianism and is similarly utterly opposed to any manifestation of racism in print, either by action(s) or verbally, both on or off the park.
THE CLUB SUPPORTS UEFA’S TEN POINT PLAN OF ACTION FOR PROFESSIONAL FOOTBALL CLUBS WHICH CALLS FOR CLUBS TO:
Issue a statement saying the club will not tolerate racism, spelling out the action it will take against those engaged in racist chanting. The statement should be printed in all match programmes and displayed permanently and prominently around the ground.
Make public address announcements condemning racist chanting at matches.
Make it a condition for season ticket holders that they do not take part in racist abuse.
Take action to prevent the sale of racist literature inside and around the ground.
Take disciplinary action against players who engage in racial abuse.
Contact other clubs to make sure they understand the Club’s policy on racism.
Encourage a common strategy between stewards and police for dealing with racist abuse.
Remove all racist graffiti from the ground as a matter of urgency.
Adopt an equal opportunities policy in relation to employment and service provision.
Work with all other groups and agencies, such as the S.P.F.A., BairnsTrust, schools, voluntary organisations, youth clubs, sponsors, local authorities, local businesses and police, to develop pro-active programmes and make progress to eliminate racial abuse and discrimination.
A review of the anti-discrimination policy is available in an attachment. The review addresses each of the 10 points and outlines how FFC has actioned the various points.
Falkirk FC fully supports the principle of equal opportunities in employment and opposes all forms of unlawful or unfair discrimination on the grounds of disability. No applicant or employee shall receive less favourable treatment because of disability.
It is in the interest of Falkirk FC and those who work for the club to ensure that all available human resource talents and skills are considered when employment opportunities arise. Falkirk FC is committed to maintaining and managing a diverse work force.
The purpose of the Disability Discrimination Policy is to ensure that Falkirk FC complies with the Equality Act 2010 and to ensure that disabled persons falling within the definition of the Act are treated equally and fairly.
The Disability Discrimination Policy covers all staff and applicants. This also covers employees who become disabled during their employment. Where relevant, it also covers staff employed by outside agencies working on Falkirk FC premises.
Recruitment, training and promotion are carried out in line with Falkirk FC codes of practice. Clear job descriptions and person specifications are used (where appropriate) to enhance objective assessments and to ensure that decisions are made solely on objective and job related criteria. Falkirk FC will provide training and guidance to all relevant staff, who identify a need, to ensure that the risk of possible discriminatory attitudes affecting decisions are minimised and that there is an understanding of the relevant provisions of the Equality Act 2010.
Falkirk FC operates a Grievance Procedure to help enable grievances, including those relating to unfair decisions on grounds of disability, to be formally heard. All reasonable and necessary changes will be investigated, and any justified changes will be made to the workplace and to employment arrangements, so that disabled people are not at any substantial disadvantage compared to non-disabled people. This covers all areas of employment, including recruitment.
A flexible approach will be adopted and where possible and justified, consideration to reallocation of duties, time off for rehabilitation, assessment or treatment or other appropriate measures to ensure equal opportunity. In recruitment and selection, Falkirk FC will modify selection techniques, where appropriate, and make any other reasonable changes to ensure that disabled people can be considered equally with non-disabled candidates.
Falkirk FC will ensure that disabled people will receive equal treatment in training and development and where appropriate, will supply additional training. Every endeavour will be made to ensure that contract workers are not discriminated against because of their disability and Falkirk FC will ensure that any and all other agencies which may be used are aware of this policy. Falkirk FC actively encourages promotion of this policy in its internal and external recruitment by ensuring that advertisements, job descriptions and person specifications do not discriminate.
Falkirk FC will ensure that all new employees are aware of this policy as part of their induction and will regularly review and monitor this policy to ensure its implementation and effectiveness.
Falkirk FC recognise that football can have a very powerful and positive influence on communities, and especially on our young people. Not only can it provide opportunities for enjoyment and achievement, it can also develop valuable life skills such as self-esteem, leadership and teamwork. These positive effects can only take place if football is in the right hands – in the hands of those who put the welfare of young people first and adopt child-centred practices that support, protect and empower them.
We are committed to embedding a rights-based approach to the wellbeing of children at Falkirk. Everyone has a duty of care towards children and young people and to support this philosophy Falkirk FC has produced a Child Wellbeing and Protection Policy. This Policy and the supporting procedures provide the Football Club with robust guidelines which will protect children and young people from harm. The Child Wellbeing and Protection Officer at Falkirk FC is Alan Dick and he can be contacted on email@example.com
Falkirk FC is a football club for all, promoting diversity, treating everyone equally regardless of their background, age, culture, disability, gender, language, racial origin, socio-economic status, religious belief and/or sexual identity. Everyone has the right to protection from all forms of harm and abuse and Falkirk FC is committed to achieving this through the implementation of this policy.
Gary Deans Chairman
There are specially designated areas of car park, controlled by stewards adjacent to disabled access points. Please contact the club before the start of the season so that you can be issued with a pass for these car parks and information as to how to find them on arrival.
For a one off match attendance, please contact us well in advance and we will try to find suitable parking for you, or arrange a “drop off” pass. For games where high attendance figures are anticipated, a “drop off” pass may be the only option at short notice.
Please contact your own club who will advise us here at Falkirk of your name and your carers name, stewards will arrange parking to the rear of the north stand. Please be aware that for games where high attendance figures are anticipated you may need to be dropped off with your carer, and the driver of the vehicle asked to park in the away car park areas. Wherever possible stewards will try to accommodate your needs provided your club has advised us of your name and carers name in advance.
PHYSICALLY AND/OR MENTALLY DISABLED SUPPORTERS.
Immediately in front of each set of turnstiles at each event will be steward in a Hi-visibility yellow jacket who can direct you to the disabled access for the section of the stand that your ticket is valid for. Stewards at these gates can give assistance and guidance and direct you to the area specifically designed for physically disabled supporters and advice on the nearest disabled toilet facility to your seat.
Please be advised that carers accompanying disabled supporters who are children or young persons must be adults over the age of 18. This is to ensure the safety of disabled youngsters during the event and in the event of an emergency situation.
Physically disabled supporters must not access seats in the main stand, other than in designated disabled areas for their own safety, as exiting in an emergency could be difficult and could expose the disabled person to unacceptable delays and risk.
VISUALLY IMPAIRED SUPPORTERS
Visually impaired supporters must be accompanied at all times by an able adult (over 18 years), to ensure their safety in an emergency where exit may be by a different route to that of entry or during a normal exit from the stadium.
If you would like a match commentary headset, please advise the club prior to your arrival and they will advise where these will be issued to you. Please note, that specific seats in the Main Stand will be issued to you by our Ticketing Manager.
SEVERELY HEARING IMPAIRED SUPPORTERS
Supporters with severe hearing impairment must be accompanied by an able adult (over 18 years). This is to ensure safety during any emergency event when instructions will be given verbally over the public address system, by loudhailer or attending stewards.
QUESTIONS OR HELP?
If you have any questions or require advice or support to enable you to enjoy the event, please contact us at the club and we will be very pleased to assist and advise you.
Contact the club on 01324 624121
The Supporters Charter maps out the commitment of Falkirk Football Club to give our supporters a safe and enjoyable experience of football.
FALKIRK FOOTBALL CLUB
- Will set out and publish service aims, giving a framework by which performance can be judged by the Club and others.
Will take action if service or safety levels fall short of the published aims
Will provide a forum by which supporters may raise their comments or concerns.
Will review its aims annually.
Will commit to keep the supporters informed of activity at the Club.
Will publish its charter and make it freely available to all.
Falkirk Football Club will set service standards. Falkirk Football Club will strive to achieve the standards and publish its performance in an annual review.
Falkirk Football Club undertakes to keep its supporters informed as to changes at the Club by whatever means it decides is the most cost effective.
Falkirk Football Club undertakes to publish its position on major policy issues.
Falkirk Football Club will publish details of the availability of, and pricing policy for, special needs and carers’ seating. These details will be published at the earliest possible opportunity.
Falkirk Football Club:
- Will publish details of the availability and pricing policy of all tickets.
Will publish amendments at the earliest possible opportunity.
Will publish its policy for returned and unwanted tickets.
Will publish its tickets return policy for abandoned matches.
Will provide a range of ticket prices.
Will endeavour to offer a method of installment payment for season tickets.
Will introduce ticket prices to take account of seats offering reduced facilities from the West & North Stands.
Will offer an appropriate concessionary ticket policy.
Will publish its policy on visiting support ticket allocation.
Will publish details of any membership, loyalty, bond, debenture or similar scheme.
- Falkirk Football Club undertakes to keep supporters informed as to fixture changes by whatever means it decides is the most cost effective.
- Falkirk Football Club undertakes to provide a clean and safe stadium with the appropriate facilities
Falkirk Football Club will provide an area for the exclusive use of family groups and junior supporters wherever possible.
Falkirk Football Club undertakes to provide access for those with special needs and their carers.
Falkirk Football Club undertakes to encourage an environment free of sectarian and racial abuse.
- Falkirk Football Club undertakes to provide or subcontract an appropriate catering service.
- The Club will produce and sell through official club outlets replica strips and associated team wear. All official club garments will be of good quality and be of similar style and design as the items worn by the first team players and management.
The club reserves the right to change the design and style of replica team wear on a regular basis.
The club will endeavour to introduce incentive and loyalty schemes to reward regular retail customers. Details of any such schemes will be advertised on the club web site and in the official retail outlets.
The date of introduction will be included in the club shop catalogue.
Details of the next intended change of kits will be available from the Club, and communicated to supporters at the earliest possible date.
- Falkirk Football Club will respond to any reasonable contact from a supporter, by the most appropriate method, unless extreme circumstances make the Club unable to respond.
- Falkirk Football Club undertakes to work in close cooperation with the Falkirk Supporters’ Society. This cooperation will include joint meetings between the Board of the Trust and the Directors of Falkirk Football Club, at least once a year.
Falkirk Football Club wants to promote a good atmosphere at its home matches where all supporters can enjoy their football. This is achieved working in conjunction with Police Scotland.
The club is proud of its fans, their passion for their team and their good behaviour.
This is a published statement on how we would deal with unacceptable conduct.
WHAT IS UNACCEPTABLE CONDUCT?
Sectarian, bigoted, homophobic, racist or sexist behaviour, whether it be communicated by chanting, displaying offensive material or shouting;
Aggressive or violent behaviour;
WHAT WILL WE DO ABOUT IT?
Stewards and police are aware of this policy. Stewards are responsible for breaches of ground regulations and the police are responsible for law and order. Both work together closely to enforce ground regulations and will eject and or arrest. Where necessary the police will press for criminal charges against the perpetrator;
The club will consider how to react to cases of unacceptable behaviour on an individual basis, irrespective of whether or not charges have been brought, or if a conviction has been imposed;
The club reserves the right to take whatever action it deems appropriate. This may include exclusion from the stadium for a set period of time, or permanently.
WHO IS BOUND BY THIS POLICY?
Everyone who enters the stadium on a matchday;
All employees and volunteers of the club at all times when discharging their duties for the club.
WHAT ABOUT MY RIGHTS?
The club will not take any action lightly. We will inform anyone who falls foul of these guidelines exactly why action who has been taken, and precisely what the penalty is;
There will be an automatic right of appeal in all cases where the club takes action against a supporter. The appeal panel will be made up of three people: a representative of the club, a representative of the supporter and an independent expert appointed by agreement of both sides.
TERMS AND CONDITIONS
Falkirk Football Club Support the pan-European Football Against Racism in Europe (FARE) and UEFA in the growing campaign to combat racism on and off the field.
- The club will not tolerate racism, and will support the taking of action against those engaged in racist chanting.
- Make it a condition for season-ticket holders that they do not take part in racist abuse.
- Support the “Show Racism the Red Card” campaigns
- Take action to prevent the sale of racist literature inside and around the ground.
- Take disciplinary action against players who engage in racial abuse.
- Contact other clubs to make sure they understand the club’s policy on racism.
- Encourage a common strategy between stewards and police for dealing with racist abuse.
- Remove any racist graffiti from the ground as a matter of urgency.
- Adopt an equal opportunities’ policy in relation to employment and service provision.
- Work with all other groups and agencies, such as the players union, supporters, schools, voluntary organisations, youth clubs, sponsors, local authorities, local businesses and police, to develop pro-active programmes and make progress to raise awareness of campaigning to eliminate racial abuse and discrimination.
CONDITIONS OF USE
- The use of this ticket/season ticket member card for one or more game will be considered to constitute the acceptance of the conditions of use. If the conditions of use are not accepted this card should be returned to the Ticket Office immediately intact.
- This season member card remains the property of Falkirk FC at all times and its use is subject to compliance with the conditions of use. The season member card must be produced for inspection at the request of the Club or its agents.
- This season member card is not transferable. It may only be used by the season ticket member noted on the front in connection with the seat noted.
- If you forget to bring your season member card to the match the Ticket Office will issue a match ticket, in doing so this will invalidate the card.
- This season member card gives access to the specified seat for all Falkirk FC first team League matches at The Falkirk Stadium.
- If this season member card is lost or destroyed the Ticket Office will issue a duplicate card for a charge of £5, in doing so this will invalidate the original card.
- The 10 game Flexi- books will not be replaced if lost or stolen.
- If you change your address during the season please contact the Ticket Office to amend your details to enable the Club to keep its records up to date. This is important, particularly if the Club needs to contact you in connection with cup matches or other offerings to season ticket members.
- Each Season Member Card is valid for the advertised match date or any date to which a match is re-scheduled. NO REFUNDS can be given under any circumstances.
- In all circumstances, refunds are at the sole discretion of the Club.
- The Club reserves the right to change its advertised fixtures without notice and without liability. Play cannot be guaranteed to take place on a particular date at any particular time.
- The Club cannot guarantee that your seat will not be affected by adverse weather conditions.
- The Club reserves the right to withdraw the season ticket or 10 game flexi-ticket book from any person at any time, should the person contravene any ground regulations.
- Your entry to the stadium is conditional upon your consent to any request to be searched by the Police or Club stewards.
- Standing is FORBIDDEN in seated viewing areas.
- Foul, abusive or racist language or conduct is totally FORBIDDEN.
- Falkirk Stadium and some surrounding streets are covered by C.C.T.V. which is operated by Falkirk Community Stadium Ltd and Falkirk Football Club and recorded on a 24 hour basis.
PLEASE NOTE THAT IN ACCORDANCE WITH THE CRIMINAL LAW (CONSOLIDATION) (SCOTLAND) ACT 1995 IT IS AN OFFENCE PUNISHABLE BY LAW FOR ANY PERSON TO ENTER OR ATTEMPT TO ENTER THE STADIUM :-
- Whilst in possession of a prohibited container which is or was capable of holding liquid and which if thrown would be capable of causing injury to another person.
- Whilst in possession of alcohol.
- Whilst drunk.
- Whilst in possession of any article or substance whose main purpose is the emission of a flare for purposes of illuminating or signalling of the emission of smoke or visible gas.
- Any article which is a firework.
ALCOHOL AT SPORTING EVENTS
The Criminal Law (Consolidation) (Scotland) Act 1995 makes it unlawful to be in possession of alcohol, be drunk, or possess flares, smoke bombs, fireworks, etc at football matches.
SECTIONS 20 OF THE ACT CREATE OFFENCES FOR ANY PERSON TO BE WITHIN, OR ATTEMPT TO ENTER, THE RELEVANT AREA OF A DESIGNATED SPORTS GROUND DURING THE PERIOD OF A DESIGNATED SPORTING EVENT IF THEY ARE :
- in possession of a controlled container, or
- in possession of any alcohol, or
- in possession of any firework or smoke flare etc., or
SECTION 21 OF THE ACT PROVIDES THAT A CONSTABLE MAY :
- enter any designated sports ground during the period of a designated sporting event,
- search any person reasonably suspected of committing an offence against section 20 of the Act,
- seize any container (and its contents) if it is reasonably suspected of containing alcohol, or if it is a controlled container,
- seize any fireworks etc.,
- arrest any person whom they have reasonable cause to suspect has committed an offence against section 20 of the Act.
Falkirk FC Website and Subsets
We may collect data in the following:-
• Falkirk FC website,
• Falkirk FC Retail,
• Falkirk TV,
• Falkirk FC Junior Bairns.
What we collect
We may collect the following information if you fill in a season ticket form, hospitality sales sign up form or contact via our email contact button.
Name, address, email address, telephone number.
Date of Birth is collected via the season ticket renewal form to enable concessionary tickets to be validated.
Falkirk FC Junior Bairns also collect date of birth and age to enable them to send birthday cards to Junior Bairns. NB No data held by Falkirk FC Junior Bairns is shared with any other part of FFC.
What we do with the information we gather?
We require this information to understand your needs and provide you with a better service, and in particular for the following reasons:
• Internal record keeping
• We may use the information to improve our products and services
• We may periodically send promotional emails about matches, hospitality, events, special offers or other information which we think you may find interesting using the email address you have provided.
When you complete any ‘contact us’ form you will be asked whether or not you would like to receive communication from us related to products and services we offer that we believe you may be interested in. If you do consent to receiving this information, you can change your mind at any time and are given an easy way to do this.
Security and Performance and Third Party Services
We are committed to ensuring that your information is secure. In order to prevent unauthorised access or disclosure, we have put in place suitable physical, electronic and managerial procedures to safeguard and secure the information we collect online. A third party, iComplete, manage our marketing database. The information they hold is not shared with any other party, is encrypted and remains the property of FFC.
More information on iComplete please visit www.icomplete.com.
Server and IT Services
Falkirk Football Club uses a third party service to help maintain the security and performance of the FFC server and other IT systems. This service is provided by e-Telegence Limited. E-Telegence cannot do anything with your personal information unless we have instructed them to do it. They will not share your personal information with any organisation apart from us. They will hold it securely and retain it for the period we instruct.
More information on e-Telegence can be found at www.e-telegence.com
Website Security and Performance
Falkirk FC uses a third party service to help maintain the security and performance of the Falkirk Football Club and related websites. This service is provided by e-Telegence Limited. E-Telegence Limited cannot do anything with your personal information unless we have instructed them to do it. They will not share your personal information with any organisation apart from us. They will hold it securely and retain it for the period we instruct.
More information on e-Telegence can be found at www.e-telegence.com
Links to other websites
Our website may contain links to other websites of interest. However, once you have used these links to leave our site, you should note that we do not have any control over that other website. Therefore, we cannot be responsible for the protection and privacy of any information which you provide whilst visiting such sites and such sites are not governed by this privacy statement. You should exercise caution and look at the privacy statement applicable to the website in question.
You have a number of rights in relation to the personal data we hold about you. These rights include:-
• Then right to obtain details of personal information which we hold about you under the Data Protection Act 1998. If you would like a copy of the information held on you please email us on firstname.lastname@example.org or write to Falkirk Football Club Ltd, The Falkirk Stadium, 6 Stadium Way, Falkirk, FK2 9EE;
• The right to request that we rectify any information we are holding on you if you believe it is incorrect or incomplete, please write to or email us as soon as possible. We will promptly correct any information found to be incorrect;
• The right to withdraw you consent to our holding your personal data at any time;
• The right to object to the processing of your personal data for direct marketing purposes; and
• The right to lodge a complaint with the Data Protection Regulator (details provided below) if you think that any of your rights have been infringed by us.
You can exercise your rights by contacting us using the details set out in the ‘Contact’ section below.
How Long Will We Keep Your Data
We will only retain your data if you have ‘Opted In’ or in the case of season tickets until the end of the following renewal period. If you opt not to renew your season ticket and have ‘Opted Out’ your data will be removed from our systems.
• By going their website at www.ico.org.uk;
• By giving them a call on 03031231113
• By writing to them at Information Commissioner’s Office, Wycliffe House, Water Lane, Wilmslow SK9 5AF.
Falkirk Football & Athletic Club (“the Company”) is committed to achieving a working environment which provides equality of opportunity and freedom from unlawful discrimination on the grounds of race, sex, pregnancy and maternity, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age or sexual orientation. This Policy aims to remove unfair and discriminatory practices within the Company and to encourage full contribution from its diverse community. The Company is committed to actively opposing all forms of discrimination.
The Company also aims to provide a service that does not discriminate against its clients and customers in the means by which they can access the services and goods supplied by the Company. The Company believes that all employees and clients are entitled to be treated with respect and dignity.
Any and all personal data used in connection with this Policy shall be collected, held, and processed in accordance with the Company’s [Employee] Data Protection Policy.
Objectives of this Policy
- To prevent, reduce and stop all forms of unlawful discrimination in line with the Equality Act 2010.
- To ensure that recruitment, promotion, training, development, assessment, benefits, pay, terms and conditions of employment, redundancy and dismissals are determined on the basis of capability, qualifications, experience, skills and productivity.
2. Designated Officer
|Position:||Director Equal Opportunities & Diversity and Inclusion Policy|
|Telephone Number||01324 624 121|
3. Definition of Discrimination
Discrimination is unequal or differential treatment which leads to one person being treated more or less favourably than others are, or would be, treated in the same or similar circumstances on the grounds of race, sex, pregnancy and maternity, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age or sexual orientation. Discrimination may be direct or indirect, and includes discrimination by perception and association.
4. Types of Discrimination
4.1 Direct Discrimination
This occurs when a person or a policy intentionally treats a person less favourably than another on the grounds of race, sex, pregnancy and maternity, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age or sexual orientation.
4.2 Indirect Discrimination
This is the application of a policy, criterion or practice which the employer applies to all employees but which is such that:
- It is it detrimental to a considerably larger proportion of people from the group that the person the employer is applying it to represents;
- The employer cannot justify the need for the application of the policy on a neutral basis; and
- The person to whom the employer is applying it suffers detriment from the application of the policy.
Example: A requirement that all employees must be 6ft tall if that requirement is not justified by the position would indirectly discriminate against employees with an oriental ethnic origin, as they are less likely to be able to fulfil this requirement.
This occurs when a person is subjected to unwanted conduct that has the purpose or effect of violating their dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment.
This occurs when a person is treated less favourably because they have bought or intend to bring proceedings or they have given or intend to give evidence.
5. Unlawful Reasons for Discrimination
It is not permissible to treat a person less favourably on the grounds of sex, marital status, civil partnership, pregnancy or maternity, gender reassignment or transgender status. This applies to men, women and those undergoing or intending to undergo gender reassignment. Sexual harassment of men and women can be found to constitute sex discrimination.
Example: Asking a woman during an interview if she is planning to have any (more) children constitutes discrimination on the ground of gender.
It is not permissible to treat a person less favourably because of their age. This applies to people of all ages. This does not currently apply to the calculation of redundancy payments.
It is not permissible to treat a disabled person less favourably than a non-disabled person. Reasonable adjustments must be made to give the disabled person as much access to any services and ability to be employed, trained, or promoted as a non-disabled person.
It is not permissible to treat a person less favourably because of their race, the colour of their skin, their nationality or their ethnic origin.
5.5 Sexual Orientation
It is not permissible to treat a person less favourably because of their sexual orientation. For example, an employer cannot refuse to employ a person because s/he is homosexual, heterosexual or bisexual.
5.6 Religion or Belief
It is not permissible to treat a person less favourably because of their religious beliefs or their religion or their lack of any religion or belief.
6. Positive Action in Recruitment
Under the Equality Act 2010, positive action in recruitment and promotion applies as of 6 April 2011. ‘Positive action’ means the steps that the Company can take to encourage people from groups with different needs or with a past record of disadvantage or low participation, to apply for positions within the Company.
If the Company chooses to utilise positive action in recruitment, this will not be used to treat people with a protected characteristic more favourably, it will be used only in tie-break situations, when there are two candidates of equal merit applying for the same position.
7. Reasonable Adjustments
The Company has a duty to make reasonable adjustments to facilitate the employment of a disabled person. These may include:
- Making adjustments to premises;
- Re-allocating some or all of a disabled employee’s duties;
- Transferring a disabled employee to a role better suited to their disability;
- Relocating a disabled employee to a more suitable office;
- Giving a disabled employee time off work for medical treatment or rehabilitation;
- Providing training or mentoring for a disabled employee;
- Supplying or modifying equipment, instruction and training manuals for disabled employees; or
- Any other adjustments that the Company considers reasonable and necessary provided such adjustments are within the financial means of the Company.
If an employee has a disability and feels that any such adjustments could be made by the Company, they should contact the Designated Officer.
8. Responsibility for the Implementation of this Policy
All employees, subcontractors and agents of the Company are required to act in a way that does not subject any other employees or clients to direct or indirect discrimination, harassment or victimisation on the grounds of their race, sex, pregnancy or maternity, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age or sexual orientation.
The co-operation of all employees is essential for the success of this Policy. Senior employees are expected to follow this Policy and to try to ensure that all employees, subcontractors and agents do the same.
Employees may be held independently and individually liable for their discriminatory acts by the Company and in some circumstances an Employment Tribunal may order them to pay compensation to the person who has suffered as a result of discriminatory acts.
The Company takes responsibility for achieving the objectives of this Policy, and endeavours to ensure compliance with relevant Legislation and Codes of Practice.
9. Acting on Discriminatory Behaviour
In the event that an employee is the subject or perpetrator of, or witness to, discriminatory behaviour, please refer to the company handbook.
10. Advice and Support on Discrimination
Employees may contact their employee or trade union representative if access to such an individual is possible. Other contacts include:
Equality and Human Rights Commission
151 West George Street
Helpline Telephone Number:
Phone: 0808 800 0082
Textphone: 0808 800 0084
Citizens Advice Bureau
3rd Floor North
200 Aldersgate Street
Community Legal Services Direct
Telephone: 0845 345 4 345
11. The Extent of the Policy
- The Company seeks to apply this Policy in the recruitment, selection, training, appraisal, development and promotion of all employees. The Company offers goods and services in a fashion that complies with the spirit of this Policy.
- This Policy does not form a part of any employment contract with any employee and its contents are not to be regarded by any person as implied, collateral or express terms to any contract made with the Company.
- The Company reserves the right to amend and update this Policy at any time.