Equality Policy

Melrose Waverley Tennis Club
Equality and Diversity Policy

As embedded in the L.T.A.’s policy on equality and diversity, our goal at Melrose Waverley Tennis Club is to grow and sustain tennis at our club so it is inclusive and accessible to everyone in our community.
Working together, we will develop and implement practices that proactively grow the sport by welcoming difference and accepting diversity in order to reach new and lapsed participants. We will continue to build an environment that celebrates diversity and is unapologetic in tackling all forms of discrimination. We will embed the Fair Play values within all sections of our club to further promote equality, diversity and inclusion. The commitment outlined in this Policy covers all aspects of equality and diversity and it is expected that all employees, players, parents, coaches, officials and volunteers who belong to Melrose Waverley Tennis Club will adhere to the principles of this Policy.
Everyone involved must play a part in making the sport inclusive and welcoming of diversity.
Melrose Waverley Tennis Club aims to ensure that all people irrespective of their, age, disability, ethnicity, gender, gender reassignment, marital or civil partnership status, pregnancy or maternity, religion or sexual orientation have a genuine and equal opportunity to participate in tennis at all levels. It is the responsibility of Melrose Waverley Tennis Club that the principles of the Equality and Diversity Policy are understood and implemented

Discrimination can take many guises including verbal, physical, and online abuse. It may not always be obvious to the perpetrator or intended and therefore it is necessary for people to be aware of the different types of discrimination and the impact their actions have on others.
(i) Direct discrimination is where someone is treated less favourably than another person because of a protected characteristic.

(ii) Discrimination by association is direct discrimination against someone because they are associated with another person who possesses a protected characteristic.

(iii) Discrimination by perception is direct discrimination against someone because the other person thinks they possess a particular protected characteristic.

(iv) Indirect Discrimination occurs where the effect of certain requirements, provision or practices imposed by an organisation has an adverse impact disproportionately on one group or other. Indirect discrimination generally occurs when a rule or condition, which is applied equally to everyone, can be met by a considerably smaller proportion of people from a particular group; the rule is to their advantage and it cannot be justified on other grounds.

(v) Harassment is defined as unwanted conduct that violates people’s dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment.” In determining whether conduct can reasonably be considered as having such effect, the perception of the Complainant will be taken into account. Employees can now complain of behaviour they find offensive even if it is not directed at them.

(vi) Bullying may be defined as behaviour which is offensive, intimidating, malicious, insulting or an abuse of power through means intended to undermine, humiliate, denigrate or injure. Bullying is not limited to but can include racist, sexist and homophobic language and/or abuse.

(vii) Victimisation is illegal and considered to take place when someone is treated badly because they have made/supported a complaint or grievance.

EXPECTATIONS

Melrose Waverley Tennis Club will

• Continue to lead by example in the development, treatment and consideration of all involved in the club
• Operate an open and fair recruitment and selection process.
• Deter discrimination by making it clear that discrimination is unacceptable and will be treated seriously.
• Investigate any complaint of discrimination on any grounds in line with L.T.A. policies and procedures.
• Ensure everyone involved in our club, players, volunteers, parents and coaches are treated fairly and consistently;
• proactively encourage the involvement of all people regardless of background, ability or personal characteristics;
• Promote he Fair Play values across our club and take appropriate action where they are breached;
• Ensure all competitions organised and run by the club are done so in a fair and equitable way;

The commitments outlined within this Policy are underpinned by the LTA’s legal obligations under the Equality Act 2010, Rehabilitation of Offenders Act 1974, Prevention from Harassment Act 1997, the Employment Act 2002, Part Time Workers (Prevention of Less Favourable Treatment) Regulations 2000, Fixed Term Employees (Prevention of Less Favourable Treatment) Regulations 2002 and the Human Rights Act 1998.