{"id":1268,"date":"2024-09-25T16:52:11","date_gmt":"2024-09-25T16:52:11","guid":{"rendered":"https:\/\/camhssc.co.uk\/?page_id=1268"},"modified":"2024-09-25T16:52:11","modified_gmt":"2024-09-25T16:52:11","slug":"equity-diversity-and-inclusion-policy","status":"publish","type":"page","link":"https:\/\/camhssc.co.uk\/index.php\/equity-diversity-and-inclusion-policy\/","title":{"rendered":"Equity, Diversity and Inclusion Policy"},"content":{"rendered":"\n

HADDENHAM SOCIAL & SPORTS CLUB<\/strong>
Equality, Diversity, and Inclusion Policy<\/strong><\/p>\n\n\n\n

Haddenham Social and Sports Club is committed to encouraging equality, diversity, and inclusion among our workforce, and eliminating unlawful discrimination. The aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best. The organisation – in providing goods and\/or services and\/or facilities – is also committed against unlawful discrimination of customers or the public.<\/p>\n\n\n\n

Our Policy’s Purpose<\/strong><\/p>\n\n\n\n

This policy\u2019s purpose is to:<\/p>\n\n\n\n

    \n
  1. Provide equality, fairness, and respect<\/strong> for all in our employment, whether temporary, part-time, or full-time.<\/li>\n\n\n\n
  2. Not unlawfully discriminate<\/strong> because of the Equality Act 2010 protected characteristics of:\n
      \n
    • Age<\/li>\n\n\n\n
    • Disability<\/li>\n\n\n\n
    • Gender reassignment<\/li>\n\n\n\n
    • Marriage and civil partnership<\/li>\n\n\n\n
    • Pregnancy and maternity<\/li>\n\n\n\n
    • Race (including colour, nationality, and ethnic or national origin)<\/li>\n\n\n\n
    • Religion or belief<\/li>\n\n\n\n
    • Sex<\/li>\n\n\n\n
    • Sexual orientation<\/li>\n<\/ul>\n<\/li>\n\n\n\n
    • Oppose and avoid all forms of unlawful discrimination<\/strong> in:\n
        \n
      • Pay and benefits.<\/li>\n\n\n\n
      • Terms and conditions of employment<\/li>\n\n\n\n
      • Dealing with grievances and discipline<\/li>\n\n\n\n
      • Dismissal<\/li>\n\n\n\n
      • Redundancy<\/li>\n\n\n\n
      • Leave for parents.<\/li>\n\n\n\n
      • Requests for flexible working<\/li>\n\n\n\n
      • Selection for employment, promotion, training, or other developmental opportunities.<\/li>\n<\/ul>\n<\/li>\n<\/ol>\n\n\n\n

        Our Commitments<\/strong><\/p>\n\n\n\n

        The organisation commits to:<\/p>\n\n\n\n

          \n
        1. Encourage equality, diversity, and inclusion<\/strong> in the workplace as they are good practice and make business sense.<\/li>\n\n\n\n
        2. Create a working environment free of bullying, harassment, victimisation, and unlawful discrimination<\/strong>, promoting dignity and respect for all, where individual differences and the contributions of all staff are recognised and valued.<\/li>\n<\/ol>\n\n\n\n

          This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity, and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation, and unlawful discrimination.<\/p>\n\n\n\n

          All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation, and unlawful discrimination in the course of their employment against fellow employees, customers, suppliers, and the public.<\/p>\n\n\n\n

            \n
          1. Take seriously complaints of bullying, harassment, victimisation, and unlawful discrimination<\/strong> by fellow employees, customers, suppliers, visitors, the public, and any others in the course of the organisation\u2019s work activities.<\/li>\n<\/ol>\n\n\n\n

            Such acts will be dealt with as misconduct under the organisation\u2019s grievance and\/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.<\/p>\n\n\n\n

            Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 \u2013 which is not limited to circumstances where harassment relates to a protected characteristic \u2013 is a criminal offence.<\/p>\n\n\n\n

              \n
            1. Make opportunities for training, development, and progress available to all staff<\/strong>, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.<\/li>\n\n\n\n
            2. Make decisions concerning staff based on merit<\/strong> (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).<\/li>\n\n\n\n
            3. Review employment practices and procedures when necessary<\/strong> to ensure fairness, and also update them and the policy to take account of changes in the law.<\/li>\n\n\n\n
            4. Monitor the make-up of the workforce<\/strong> regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity, and inclusion, and in meeting the aims and commitments set out in the equality, diversity, and inclusion policy.<\/li>\n<\/ol>\n\n\n\n

              Monitoring will also include assessing how the equality, diversity, and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.<\/p>\n\n\n\n

              Agreement to Follow This Policy<\/strong><\/p>\n\n\n\n

              The equality, diversity, and inclusion policy is fully supported by the management committee and has been agreed with employee representatives.<\/p>\n\n\n\n

              Our Disciplinary and Grievance Procedures<\/strong><\/p>\n\n\n\n

              Details of the organisation\u2019s grievance and disciplinary policies and procedures can be found at the Club office. This includes with whom an employee should raise a grievance \u2013 their line manager.<\/p>\n\n\n\n

              Use of the organisation\u2019s grievance or disciplinary procedures does not affect an employee\u2019s right to make a claim to an employment tribunal within three months of the alleged discrimination.<\/p>\n","protected":false},"excerpt":{"rendered":"

              HADDENHAM SOCIAL & SPORTS CLUBEquality, Diversity, and Inclusion Policy Haddenham Social and Sports Club is committed to encouraging equality, diversity, and inclusion among our workforce, and eliminating unlawful discrimination. The aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and … <\/p>\n

              Continue reading “Equity, Diversity and Inclusion Policy”<\/span><\/a><\/p>\n","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"builder_content":"","_links":{"self":[{"href":"https:\/\/camhssc.co.uk\/index.php\/wp-json\/wp\/v2\/pages\/1268"}],"collection":[{"href":"https:\/\/camhssc.co.uk\/index.php\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/camhssc.co.uk\/index.php\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/camhssc.co.uk\/index.php\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/camhssc.co.uk\/index.php\/wp-json\/wp\/v2\/comments?post=1268"}],"version-history":[{"count":1,"href":"https:\/\/camhssc.co.uk\/index.php\/wp-json\/wp\/v2\/pages\/1268\/revisions"}],"predecessor-version":[{"id":1269,"href":"https:\/\/camhssc.co.uk\/index.php\/wp-json\/wp\/v2\/pages\/1268\/revisions\/1269"}],"wp:attachment":[{"href":"https:\/\/camhssc.co.uk\/index.php\/wp-json\/wp\/v2\/media?parent=1268"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}