Equal Opportunities, Equality, Diversity & Inclusion Policy
Application
These Policies have been adopted by the Board of Oldham Athletic (2004) Association Football Club Limited (OAFC), and apply to the Football Club and Academy.
Statement of Policy
OAFC recognises that we live in a society where discrimination still operates to the disadvantage of many groups in society.
OAFC is committed to supporting, developing equal opportunities and promoting equality, inclusion and diversity in all of its practices and activities. We aim to establish an inclusive culture free from discrimination and based on the values of fairness, dignity and respect and actively support the Kick it Out Campaign.
This Policy builds on the foundation of equality and anti-discrimination legislation and strives not only to comply with legal requirements, but to use these to ensure that OAFC endeavours to demonstrate best practice.
People, Pride and Professionalism, underpin this Policy and are integral to OAFC being a Club of choice for our staff and supporters as detailed in OAFC’s Purpose on a Page.
Aim
The aim of this Policy is to build a Club within the local, national and footballing communities which is an ambassador for equal opportunities. This will be achieved by:
Making the best use of the range of talent and experience available within the workforce and potential workforce;
Supporting all individuals regardless of race, national or ethnic origin, age, disability, gender, sexual orientation, gender reassignment, religion or belief;
Educating staff and other stakeholders on the importance of equal opportunities, inclusion and respect for diversity in society;
Ensuring non discriminatory practices are in place throughout OAFC and sanctions are in place for any such breaches whether by staff, visitor, fan or any other stakeholder;
Building a culture that encourages tolerance and dialogue;
Fulfilling our legal, social and moral obligations and encouraging others to do so;
Incorporating specific and appropriate duties in respect of implementing this Policy;
Ensuring adequate resources are made available to fulfill the objectives of this Policy; and,
Working with all OAFC’s stakeholders to ensure equal opportunities, inclusion and diversity are at the heart of our culture.
OAFC values equality we are greatly enhanced by the different range of backgrounds, experiences, views, beliefs and cultures represented within our staff.
We embrace equality in all of our activities and acknowledge that variety and difference are intrinsic to the success and future development of OAFC.
Scope
We expect all staff, contractors and agents to act in accordance with this Policy behaving with dignity, courtesy and respect at all times.
Legislative Framework
This Policy is underpinned by legislation, which places individual responsibilities on staff/service users/visitors as well as OAFC including but not limited to:
The Equality Act 2010
We expect our staff and stakeholders to be aware that under the above legislation it is unlawful to:
Discriminate directly against anyone and treat him/her less favourably than others because of a protected characteristic they have or are thought to have (perception discrimination), or because they associate with someone who has a protected characteristic (discrimination by association);
Discriminate indirectly against anyone by applying a criterion, provision or practice which particularly disadvantages people who share a protected characteristic;
Subject someone to harassment related to a relevant protected characteristic (pregnancy and maternity and marriage and civil partnership are excluded);
Victimise someone because s/he has made, or intends to make, a complaint or allegation or has given or intends to give evidence in relation to a complaint of discrimination;
Discriminate against someone in certain circumstances because of a protected characteristic after the working relationship has ended.
We expect our staff and stakeholders to understand the protected characteristics are:
age
disability
gender reassignment
marriage and civil partnership
pregnancy and maternity
ethniicity
religion or belief
sex
sexual orientation
OAFC requires all staff and stakeholders to act in a manner that promotes compliance with the above principles.
Key Definitions
The Key Definitions our Stakeholders must understand to fulfill this policy are as follows:
Equal Opportunities Policy
A principle that emphasises that opportunities in employment, education and other areas are available to all. Equal Opportunities makes it illegal to discriminate against people because of a protected characteristic they have.
Direct Discrimination
Direct discrimination occurs when an individual is treated less favourably than another because of a protected characteristic they have.
Discrimination by Association
This is direct discrimination against someone because they associate with another person who possesses a protected characteristic.
Perception Discrimination
This is direct discrimination against an individual because others think they possesses a protected characteristic. It applies even if the person does not actually possess the protected characteristic.
Indirect Discrimination
Indirect discrimination occurs when a provision, criterion or practice is applied universally, but its effect disadvantages people who share a protected characteristic.
Harassment
Harassment is uninvited and unwanted behavior related to a protected characteristic and makes a person feel intimidated or humiliated.
Victimisation
Victimisation is where someone is treated less favourably because they have made a complaint about discrimination or harassment or have given evidence relating to a complaint.
It is an expectation that all staff and stakeholders will have a general awareness of these definitions and be encouraged to think before they act in any situation to ensure they promote the aims of this Policy at all times.
Key Responsibilities
OAFC has a legal responsibility for demonstrating that it treats all groups of people fairly in its practices. This includes promoting good relationships and ensuring equality of opportunity. To achieve this, OAFC will:
Gather information on the profile of our staff and our employment practices, such as recruitment;
Consult staff and other experts about how our services and employment practices could be improved;
Assess the impact of current and proposed employment policies, practices and services; and,
Identify priorities and set equality objectives.
The Board of Directors will monitor progress and support the implementation of action plans.
This will enable OAFC to achieve its aim of a healthy work-life balance for all employees, improve retention and prevent under-utilisation of staff.
The Board of Directors
The Board of Directors is responsible for setting the tone of this Policy together with the Culture of OAFC and strategies for continual improvement.
The Chief Executive Officer (CEO)
The CEO is ultimately accountable for ensuring that all business and employment practices are compliant with Diversity and Equality legislation and promote equality of opportunity.
Managers
Managers will ensure that all OAFC members of staff receive the appropriate diversity and equality training; they will investigate all matters of alleged discrimination, harassment and inappropriate behaviour promptly and thoroughly. Managers will ensure that selection and appointment procedures, performance management processes, staff development opportunities and disciplinary and grievance processes are fairly and consistently applied to all staff. Managers will ensure that diversity and equality issues are considered as part of OAFC’s planning processes.
Staff
Legal responsibilities also extend to staff, and OAFC therefore expects all staff, contractors and agents to act in accordance with this Policy when delivering OAFC’s objectives. Staff are expected to treat colleagues and every service user fairly and with respect. All staff should deliver their work to the highest standard and that means adapting as much as possible to the specific needs of each individual service user and working in a supportive way with colleagues. Every member of staff is an essential member of a team and should feel able to develop their skills and play their part fully in OAFC. Staff should actively encourage non-discriminatory practices and challenge any incidences of behaviour that fail to comply with this policy. All staff should undertake appropriate diversity and equality training.
Conduct and general standards of behaviour
Good Behaviours
All staff, contractors, agents and visitors are expected to conduct themselves in a professional and considerate manner at all times. OAFC expects this to include:
Making everyone feel welcome and part of OAFC
Treat everyone equally;
Ensuring anyone an individual has cause to come into contact with feels secure and knows their contributions are valued;
Appreciating, respecting, valuing and accepting the differences seen in others;
Taking responsibility for your own actions;
Enabling individuals to fulfil their goals and aspirations within OAFC;
Providing help and support to peers and customers when they need it;
Identifying when individuals may not be willing to ask for help and proactively supporting them to develop a fully inclusive culture;
Proactively identifying and removing barriers to inclusion; and,
Ensuring services are freely available to all.
Bad Behaviours
All staff, contractors, agents and visitors are expected to conduct themselves in a professional and considerate manner at all times. OAFC will not tolerate behaviour such as:
making threats
physical violence
shouting
swearing at others
persistent rudeness
isolating, ignoring or refusing to work with certain people
telling offensive jokes or name calling
displaying offensive material such as pornography or sexist / racist cartoons, or the distribution of such material via email / text message or any other format.
any other forms of harassment or victimisation
The items on the above list of unacceptable behaviours are considered to be disciplinary offences within OAFC and can lead to action being taken.
We do encourage staff to resolve misunderstandings and problems informally wherever possible, depending on the circumstances; however, whether dealt with informally or formally, it is important for staff who may have caused offence to understand that it is no defence to say that they did not intend to do so, or to blame individuals for being oversensitive.
It is the impact of the behaviour, rather than the intent, that counts, and that should shape the solution found both to the immediate problem and to preventing further similar problems in the future.
Complaints
OAFC will treat seriously all complaints of behaviour contrary to the culture of OAFC or the ethos of this Policy and will take action where appropriate.
All staff who believe they have been subjected to discrimination or harassment have the right to seek redress.
Complaints should be submitted in accordance with the Club’s Grievance Procedure.
Verbal or physical abuse by anybody will not be tolerated. OAFC may discipline staff who are found to be abusive with sanctions leading up to and including dismissal.
All complaints will be investigated in accordance with OAFC’s Grievance or Disciplinary Policy, as appropriate and the complainant will be informed of the outcome in line with these policies.
We will also monitor the number and outcomes of complaints of discrimination made by staff, volunteers, clients and other third parties.
General Club Practices
Recruitment & Selection
Recruitment advertising will encourage applications from all sectors of the community reflecting OAFC’s commitment to diversity and equality. Recruitment advertising will appear in publications appropriate to the audience capable of producing the best candidates; Job descriptions, person specifications and recruitment advertisements will be written on the basis of the essential and justifiable requirements of the position; Short listing, appointment and rejection decisions will be transparent and justifiable and will be supported by written comments. OAFC will endeavour to follow Safer Recruitment Practices.
Grading & Promotion
All grading and promotions criteria and procedures will be free from prejudice and must be applied equitably and consistently.
Staff Development
All staff will have equal access to induction, personal and career development opportunities and facilities.
Performance Management
Probation and performance management procedures will be clear and transparent and will be applied fairly across all staff.
Discipline & Grievance
Disciplinary and Grievance Policies will be applied fairly and transparently for all staff; Allegations of discrimination, harassment or inappropriate behaviour will be dealt with under the appropriate Disciplinary Procedures for staff.
Training
Diversity and Equality awareness raising training will be available for all staff.
Communication
This policy will normally be available on OAFC’s intranet. It will also be available, if requested, in different formats (eg. large print, audio cassette, in Braille). This policy will be included in staff induction.
Monitoring
Statistics will be gathered to monitor equality across all aspects of OAFC’s processes and will be used to inform future practice.
Confidentiality
Any information disclosed to OAFC in relation to diversity and equality issues will be kept strictly confidential in accordance with legislative requirements.
Policy Review
This policy will be reviewed at regular intervals to ensure it remains in line with legislation and OAFC’s principles.
Reviewed September 2024
Next review September 2025
