On the 1st of April 2008 the Netball Scotland board approved Netball Scotland's Equity Policy. The Policy can be made available by e-mail Gregor Kyle youthdevelopment@netballscotland.com
Brian McKelvie, Chair of Netball Scotland had the following to say:
“Netball Scotland is committed to increasing the number of participants in the sport, by widening the Netball community as a whole. Netball Scotland will look to break down barriers to prevent any discrimination for an inclusive Netball environment”
Netball Scotland is committed to implementing the Equity Standard: A Framework for Sport. Netball Scotland is currently working towards achieving the standard of Foundation Level.
1. Statement Of Intent
1.1 Netball Scotland will endeavour through our policies, procedures, actions and decision-making to ensure that no employee, volunteer or member receives less favourable treatment on the grounds of race, gender, disability, sexual orientation, religious or political belief, age or social background.
1.2 Netball Scotland is committed to ensuring equitable access to Netball and fair treatment for all who wish to participate.
2 Purpose Of The Policy
2.1 Netball Scotland 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.
2.2 This policy has been produced to prevent/tackle any potential/current discrimination or other unfair treatment, whether intentional or unintentional, direct or indirect, against its employees, members and volunteers.
3 Actions
3.1 Netball Scotland will produce and maintain an action plan to ensure the intent of this policy is delivered.
3.2 All areas of the organisation will be affected by this action plan, which will be incorporated in to the overall business delivery plan, reviewed and updated on an annual basis.
3.3 Netball Scotland will ensure that sufficient resources are available to implement the agreed action plan for equity.
3.4 Netball Scotland realise that in some cases, to achieve the principle of equity, unequal effort is required and if appropriate will consider positive action to tackle under representation.
4 Legal Requirements
4.1 Additional to the intent set out within this policy, Netball Scotland recognises its obligations in relation to a suite of Parliamentary Acts, the most pertinent of which are detailed below. Netball Scotland will continue to update the policy in response to new legislation to ensure that it continues to comply with all legal requirements.
- The Equal Pay Act 1970
- The Sex Discrimination Act 1975
- The Sex Discrimination Act 1986
- The Sex Discrimination (Gender Reassignment) Regulations 1999
- The Disability Discrimination Act 1995
- The Human Rights Act 1998
- The Employment Equality (Religion or Belief) Regulations 2003
- The Employment Equality (Sexual Orientation) Regulations 2003
- The Gender Recognition Act 2004
- The Civil Partnership Act 2004
- The Disability Discrimination Act 2005
- The Equity Act 2006
- Any later amendments to the above Acts/regulations, or future Acts/regulations that are relevant to Netball Scotland.
5 Discrimination, Harassment And Victimisation
5.1 Discrimination can take the following forms:
5.1.1 Direct Discrimination. This means treating someone less favourably than you would treat others in the same circumstances.
5.1.2 Indirect Discrimination. This occurs when a requirement or condition is applied equally to all, which has a disproportionate and detrimental affect on one sector of society, because fewer from that sector can comply with it and the requirement cannot be justified in relation to the task(s) at hand.
5.1.3 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 task(s) involved.
5.2 Harassment is described as Inappropriate actions, behaviour, comments or physical contact that is objectionable or causes offence to the recipient. It may be directed towards people because of their race, gender, disability, sexual orientation, religious or political belief, age, social background or some other characteristic.
5.2.1 Netball Scotland is committed to ensuring that its employees, members, participants and volunteers are able to conduct their activities free from harassment or intimidation.
5.3 Victimisation is defined as When someone is treated less favourably than others because he or she has taken action against Netball Scotland under one of the relevant Acts/regulations (as previously outlined) or provided information about discrimination, harassment or inappropriate behaviour.
5.4 Netball Scotland regards discrimination, harassment or victimisation, as described above, as serious misconduct and any employee, volunteer or member who discriminates against, harasses or victimises any other person will be liable to appropriate disciplinary action.
6. Responsibility, Implementation and Communication
6.1 The following responsibilities will apply:
6.1.1 The Executive Board is responsible for ensuring that this Equity Policy is followed.
6.1.2 The Chief Executive has the overall responsibility for the implementation of the Equity Policy.
6.1.3 A specific member of staff, designated by the Chief Executive, has the overall responsibility for achieving the equity action plan as this will form part of their work programme.
6.1.4 All employees, volunteers and members have responsibilities to respect, act in accordance with and thereby support and promote the spirit and intentions of the policy and, where appropriate, individual work programmes will be amended to include equity related tasks.
6.2 The Equity Policy will be implemented immediately following Board agreement and, at a corporate level, will result in the following:
6.2.1 A copy of this document will be available to all staff (both permanent and contract), members and volunteers of Netball Scotland.
6.2.2 Netball Scotland will take measures to ensure that its employment practices are non-discriminatory.
6.2.3 No job applicant will be placed at a disadvantage by requirements or conditions which are not necessary to the performance of the job or which constitute unfair discrimination.
6.2.4 A planned approach will be adopted to eliminate barriers which discriminate.
6.2.5 Ensure that consultants and advisers used by Netball Scotland can demonstrate their commitment to the principles and practice of equity and that they abide by this policy.
6.3 The Equity Policy will be communicated in the following ways:
6.3.1 The Equity Policy will be part of the staff handbook and reference will be made to it in the Code of Conduct.
6.3.2 It will be covered in all staff and volunteer induction training.
6.3.3 All members will be made aware of the policy’s existence when they join and a summary of any revisions will be published in Netball Scotland member communications.
6.3.4 It will be available on the Netball Scotland Website.
6.3.5 At time of review, a mechanism will be put in place to allow all staff, members and volunteers to be part of the process.
7 Monitoring And Evaluation
7.1 Once approved, the policy will apply for 3 years before a formal review takes place, unless any proposal to the Board, or legislation change, requires an interim review and/or amendment.
7.2 The equity action plan, created to ensure the intent of the policy is delivered, will be reviewed by the Chief Executive and the member of staff with the responsibility for its implementation, on a six-monthly basis.
7.3 On an annual basis, statistical information will be produced by the Chief Executive for the Board, and will be published internally and externally, to show the impact of this policy.
8 Disciplinary And Grievance Procedures
8.1 The principles of equity outlined in this policy sit within the wider ethical framework as delineated in the Netball Scotland Code of Conduct.
8.1.1 In accordance with the Netball Scotland Code of Conduct an employee, volunteer or member who believes he/she has suffered inequitable treatment within the scope of this policy may raise the matter through the Netball Scotland Complaints and Dispute Resolution Policy.
8.2 Appeals of initial findings are provided for through the Netball Scotland Appeals Policy.
8.3 Any one who raises a complaint under these procedures will not be penalised unless the complaint is untrue and was not made in good faith.