Equality Policy

December 2020

Lizzie Saunderson

Equality Policy


Bradford City FC Community Foundation (BCCF) is committed to encouraging equality, diversity and inclusion among our workforce, and eliminating unlawful discrimination. BCCF aims to promote a culture that actively values differences so that our workforce can be truly representative of all sections of society, and for each employee to feel respected and able to give their best. The organisation - in providing services - is also committed against unlawful discrimination of participants.


Policy Aims


The policy aims to:


  • Provide equality, fairness and respect for all in our employment, whether casual, part-time or full-time.

  • Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex and sexual orientation.

  • Oppose and avoid all forms of unlawful discrimination. This includes pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities.


Definitions


Equality - Breaking down barriers, eliminating discrimintation and ensuring equal opportunities and access for all groups both in employment and to services.


Diversity - Celebrating difference and valuing everyone. Each person is an individual with visible and non-visible differences and by respecting this, everyone can feel valued for their contributions which is beneficial not only for the individual but for BCCF too.


We acknowledge that equality and diversity are not interchangeable but interdependent. There can be no equality of opportunity if difference is not valued and harnessed.


Scope


The rights and obligations set out in this policy apply equally to all employees, whether part time or full time on a substantive or fixed-term contract, or on a casual contract. Each employee has a personal responsibility to apply this policy. Employees are expected to read and familiarise themselves with this policy to ensure it is properly observed and fully complied with. This policy is also of particular relevance to senior management, line managers and other employees concerned with recruitment, training and promotion procedures and employment decisions which affect others.


Our Commitment


Bradford City AFC Community Foundation commits to:


  • Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense.

  • Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued.

  • Train 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.

  • Ensure staff 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

  • Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities.

  • Make opportunities for training, development and progress available to all staff, 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.

  • Decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).

  • Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.

  • Monitor the make-up of the workforce 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.

  • Assess 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.

  • Abide and adhere to the Equality Act (2010).


These commitments apply to all conduct in the workplace and also to conduct outside of the workplace that is related to your work (e.g. at meetings, social events and social interactions with colleagues) or which may impact on BCCF’s reputation (e.g. the expression of views on social media, contrary to the commitments expressed in this policy, that could be linked to BCCF.


Grievance and Disciplinary


Bradford City FC Community Foundation will not tolerate any form of intimidation, bullying, harassment or discriminatory behaviour. Such acts will be dealt with as a misconduct under BCCF’s 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. 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 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.


Allegations regarding potential breaches of this policy will be treated in confidence and investigated, and BCCF will ensure that individuals who make such allegations in good faith will not be victimised or treated less favourably as a result. However, false allegations of a breach of this policy which are found to have been made in bad faith will be dealt with under BCCF’s disciplinary procedure.


The equality, diversity and inclusion policy is fully supported by senior management and has been agreed with the board of trustees. Details of the organisation’s grievance and disciplinary policies and procedures can be found at accessed in the staff handbook. This includes with whom an employee should raise a grievance – usually their line manager.

'WORKING TOGETHER TO INSPIRE OUR CITY'

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