English Lacrosse Equity Policy


Equity Vision for Lacrosse

English Lacrosse is fully committed to supporting the principle and practice of equity. No participant, volunteer, job applicant or employee will receive less favourable treatment on the grounds of age, gender, parental or marital status, colour, race, religious belief, ethnic origin, , disability, social status or sexual preference or will be disadvantaged by conditions or requirements that cannot be shown to be relevant to performance. English Lacrosse and its partners in the sport of Lacrosse are united in encouraging all involved in the game to adopt this vision for equity.

Equity in English Lacrosse

English Lacrosse will advocate and implement through its policies that every effort will be made to ensure that all Lacrosse activity has equality embedded at its core.  This will be demonstrated in employment, membership and provision of opportunities to participate as a player, educator, administrator, officiator and a volunteer.

Purpose of the Equity policy for Lacrosse

The English Lacrosse Association (ELA) recognises that certain sections of the community have been affected by past discrimination and may be denied the opportunity to participate equally and fully in sport at all levels.

This policy has been produced to prevent and tackle any potential or current discrimination or other unfair treatment, whether intentional or unintentional, direct or indirect, against its employees, members and volunteers.

English Lacrosse Equity Policy

English Lacrosse will:

• produce and maintain an action plan to ensure the intent of this policy is delivered.
• ensure open access to all its services such that no individual or group is discriminated against in their pursuit of involvement in Lacrosse or its administration because of any personal characteristic other than those necessary for the proper performance of the roles involved.
• recognise that, in some cases, to achieve the principle of equality, unequal effort is required and, if appropriate, will take positive action to tackle under representation.
• select, recruit promote and train personnel working for or on behalf of the Association solely on the basis of merit and ability, making reasonable adaptations to facilities or equipment and providing individual training where necessary.
• ensure that affiliated clubs and individuals working within these organisations as employees or volunteers have access to and be recommended to incorporate, relevant guidance in pursuit of this commitment to equity.
• ensure that all parties having business with English Lacrosse and all key stakeholders are made aware of the policy.
• recognise its legal obligations under the following acts:
  
  The Equal Pay Act 1970
  Rehabilitation of Offenders Act 1974
  The Sex Discrimination Act 1975, 1986, 1999
  The Race Relations Act 1976 and Race Relations (Amendment) Act 2002
  The Disability Discrimination Act 1995, Parts 1-4
  Protection from Harassment Act 1997
  Protection of Children Act 1999
  Human Rights Act 1998, in force 2000
  Employment Equality (sexual orientation) Regulations 2003
  Employment Equality (religion and belief) Regulations 2003
  Children Act 1998, 2004
  Civil Partnership Act 2005
  
  Any later amendments to the above acts/ regulations or future acts/ regulations that are relevant to the ELA

• monitor and evaluate the policy, practices, procedures and operations on an ongoing basis and inform its counties/territories, clubs, employees and volunteers of their impact. Results of any equality monitoring will also be published in the Annual report of the ELA to its membership at the Annual General Meeting.
• ensure the action plan and intent of this policy are resourced and delivered. Progress will be reviewed and monitored by the Chief Executive and the member of staff with responsibility for equity implementation on a quarterly basis. All staff members and volunteers will have the opportunity to be part of the review process.
• ensure the equity plan becomes part of the overall business plan and as such will be reviewed by the Board on an annual basis.
• not tolerate prejudice against any group or individual and take action to prevent unfair treatment of or discrimination - intentional or unintentional, direct or indirect – against its employees, members or volunteers.
• ensure that policies and procedures for all equity strands i.e. people with a disability, women and girls, people from ethnic minority groups and young people are developed by the relevant committees and staff of English Lacrosse and endorsed by the Executive Committee.
  

Discrimination, harassment and victimisation

Direct discrimination occurs when someone is treated less favourably than another when all other circumstances are the same.

Indirect discrimination is evident when, intentionally or not, a requirement or condition is applied which disproportionately and detrimentally affects one sex, race or other group more than another when the requirement has no justification.

When decisions are made about an individual, the only personal characteristics taken into account will be those which, as well as being consistent with relevant legislation, are necessary to the proper performance of the work involved

Harassment is inappropriate actions, behaviour, comments or physical contact that is objectionable or causes offence to the recipient. It may be directed towards someone because of their age, gender, sexuality, ethnicity, disability or some other characteristic.

The ELA is committed to ensuring that its employees, members, participants and volunteers are able to conduct their activities free from harassment or intimidation

Victimisation occurs when someone is treated less favourably than others because he or she has taken some action, provided information or supported someone else in taking action against the Association under one of the relevant Acts listed in this ELA Equity Policy.

Disciplinary action against discrimination, harassment and victimisation

In pursuance of this policy, English Lacrosse reserves the right to discipline any of its employees, members or volunteers who practise any form of discrimination on the grounds of age, gender, ability, ethnicity, race, religion, creed, colour, parental or social status, or sexual orientation. In such cases, the disciplinary and grievance procedures of the Association will be followed as in Article 19 of English Lacrosse Constitution (January 2004 version). 

(Article 19 will be reviewed as part of the new policy and action plan and the constitution amended in light of that review)

Organisational responsibilities

The Chief Executive has overall responsibility for the implementation of this policy throughout the organisation, with day-to-day responsibility held by the Equity Officer.

The policy and implementation plan documents will be available to all staff, members and volunteers of the ELA via the website, so ensuring communication to all.

The policy will be part of the staff handbook and reference will be made to it in any codes of conduct and it will specifically itemised in staff and volunteer induction programmes.

The Equity Officer will ensure that all staff members will have the necessary training to ensure effective understanding of the issues and implications involved in the equity policy and implementation plan.

The Equity officer will ensure that the equity policy and its implementation plan is a regular agenda item at staff meetings.

The Equity Officer will ensure that all staff members will have work programmes reviewed with reference to their specific responsibilities in the communication and delivery of the policy and implementation plan.

The Equity Officer will ensure that all staff members will have the delivery of the equity implementation plan embedded in their annual reviews.

The Equity Officer will ensure that all key volunteers will have access to the necessary training to ensure effective understanding of the issues and implications involved in the equality and diversity policy and implementation plan.

The Equity officer will ensure that the equity policy and its implementation plan is an agenda item at all technical committee meetings and a regular agenda item at Executive meetings.

Review of the Equity Policy and Implementation Plan

The ELA, through the Equity Officer, will develop links to individuals and specific organisations to form a consultative group to advise and review the equity policy and implementation plan on a regular basis.

The ELA will review the equity policy on an annual basis and make any constitution recommendations to the annual general meeting of the organisation.

The equity policy and implementation plan review will be addressed at the Executive committee prior to the annual general meeting

The equity policy and implementation plan review will be addressed formally at the technical committee meeting held annually in January, using advice from the consultative committee.

The policy and implementation plan review will form part of the annual appraisal for all staff.

Whistle Blowing

Where a person wishes to make a complaint about prejudice, discrimination, victimisation or harassment by a member of English Lacrosse or its nominated committees they should contact the Equity Officer at English Lacrosse on 0161 834 4582, www.englishlacrosse.co.uk or write to the Equity Officer, 26 Street, Manchester M3 3EF.

Related Links

English Lacrosse Equal Opportunities Policy
English Lacrosse Equality and Diversity Policy
Sporting Equals
Commission for Racial Equality
Women’s Sport Foundation
English Federation of Disability Sport
Equal Opportunities Commission
Disability Rights Commission
Women’s Equality Unit (Home Office)