Equality, Diversity and Inclusion Policy

1. Introduction

Old Colwyn Golf Club (OCGC) is determined to advance equality, diversity and inclusion as key features within all its activities. It is, therefore, fully committed to the principles of equality, diversity and inclusion and is responsible for ensuring that no job applicant, employee, participant, official or volunteer receives less favourable treatment on the grounds of gender (including sex, marital or parental status, gender reassignment), marriage or civil partnership, pregnancy and maternity, race (including ethnic origin, colour, nationality and national origin), disability, sexual orientation, religion or belief or age.

In addition, OCGC commits to overcoming the disadvantages faced by those from lower socio-economic groups, those facing poverty and those who use the Welsh language, to enable them to play and get involved in the game of golf.

Furthermore, OCGC believes that valuing diversity results in a more inclusive, fair and higher performing organisation, that welcomes and enables everyone to play golf.

In summary, OCGC will ensure that there will be open access to all those who wish to participate in the sport and that they are treated fairly.

2. Legal Requirements

OCGC is required by law not to discriminate against job applicants, employees, participants, officials or volunteers and recognises its legal obligations under the following legislation:

• Equality Act, 2010
• Worker Protection (Amendment of Equality Act 2010) Act 2023
• Rehabilitation of Offenders Act, 1974
• Employment Rights Act, 1996
• Working Time Regulations, 1998
• National Minimum Wage Act, 1998
• Protection from Harassment Act, 1997, as amended
• Human Rights Act, 1998

and such other Acts and Amending Regulations as may from time to time be relevant.

3. Scope

This policy applies to all employees and workers at OCGC, including contractors, casual staff, participants, volunteers and officials.

4. Implementation

OCGC undertakes to provide a working environment in which all are able to give of their best and one which is free from harassment and bullying and that all decisions will be based on their merits.

In order to achieve this, OCGC will ensure that:

• This policy is communicated to all its employees, participants, volunteers and officials
• All employees, participants, volunteers and officials understand their responsibilities in respect of this policy and that any form of discrimination will not be tolerated and will be treated as a serious offence which may lead to disciplinary action
• Eemployment policies are non-discriminatory i.e. no job applicant will be placed at a disadvantage by requirements or conditions which are not necessary for the performance of the job or which constitute unfair discrimination
• No individual or group will be discriminated against in their pursuit of inclusion into the game of golf or its administration for any personal 3 characteristic other than those necessary to the proper performance of the work involved or the membership applied for.
• Positive action is taken to increase the involvement from underrepresented groups in all aspects of our sport
• This policy is regularly reviewed and developed to enable us to further our aim as an inclusive organisation
• Action is taken against anyone not adhering to this policy
• Appropriate responses will be provided to anyone raising concerns about compliance with this policy, and appropriate action taken

5. Discrimination, Harassment & Victimisation

Discrimination can take the following forms:

• Direct Discrimination – this means treating someone less favourably than you would treat others in the same circumstances.
• Indirect Discrimination – this occurs when, although a practice rule or required condition is applied equally to all, it has a disproportionate and detrimental effect on one particular group because fewer members of that group can comply with it. This type of discrimination is unlawful where it cannot be objectively justified.
• Harassment – inappropriate actions, behaviours, comments or physical contact that is objectionable or causes offence to the recipient. It may be directed status, gender reassignment), marriage or civil partnership, pregnancy and maternity, race (including ethnic origin, colour, nationality and national origin), disability, sexual orientation, religion or belief or age, or some other characteristic. OCGC is committed to ensuring that its employees, members, participants and volunteers are able to conduct their activities free from harassment or intimidation.
• Victimisation – this occurs when someone is treated less favourably than others because they have raised a claim of discrimination or harassment against OCGC in the past, or provide evidence in support of another complaint.

All staff, committee members, volunteers and club members should understand that they can be held personally liable for acts of bullying, harassment, victimisation and unlawful discrimination, in addition to OCGC, in the course of their employment, against fellow employees, customers, suppliers and the public. OCGC takes very seriously any complaints of bullying, harassment, victimisation and unlawful discrimination by employees, customers, suppliers, visitors, the public and any others, in the course of the organisation’s work activities. Such acts will be dealt with as misconduct under OCGC’s disciplinary procedure, and any appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.

Sexual Harassment

We define sexual harassment as “any unwelcome conduct of a sexual nature that creates an intimidating, hostile, or offensive work environment”. This can include unwanted advances, requests for sexual favours, making sexually suggestive comments or jokes, or other verbal, non-verbal, or physical behaviours.

We do not tolerate sexual harassment in any form and are dedicated to creating a culture of mutual respect and equality.

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.

6. Positive Action

OCGC may take positive action or introduce special measures for any group which is currently under-represented in any aspect of work done by the OCGC.

7. Lines of responsibility

The Committee is responsible for ensuring that this policy is followed and for dealing with any actual or potential breaches.

The Secretary will have overall responsibility for the implementation of this equality, diversity and inclusion policy.

A specific member of staff or committee member designated by the Secretary, has the overall responsibility for equality and this will form part of their work programme.

8. Employment Procedures

As an employer, OCGC aspires to have a diverse workforce, the composition of which reflects that of the broader community, in terms of gender, ethnicity, sexual orientation, religious belief or disability. In order to bring about this diversity, we undertake to:

• Provide fair access for all jobs/roles
• Assist all employees to realise their full potential by ensuring that they receive fair consideration of their training and career development needs and promotion opportunities.
• Where possible, modify employment practices and procedures to reduce barriers experienced by members of disadvantaged groups in seeking and during employment with OCGC.
• Maintain records in recruitment, training and employment and use this information as a means of identifying areas of inequality.
• Require all our employees to undergo relevant training before taking part in recruitment and selection.
• Regularly review our recruitment, selection, training and promotion procedures to ensure that they are fair and reflect current best practice.

In order to achieve diversity among our participants, we will:

• Promote an open and honest culture that values diversity.
• Communicate widely, ensuring that our messages can be understood by all.
• Encourage the involvement of all people, regardless of their gender, race, ability, age, sexual orientation, religious views and beliefs and social background.
• Change attitudes and working practices to ensure that everyone can feel a valued member of OCGC.

To safeguard individual rights under this policy any employee, participant, volunteer or official who believes that they have suffered inequitable treatment within the scope of this policy, may raise the matter through the OCGC Grievance Procedure. Appropriate disciplinary action will be taken against any employee, participant, volunteer or official who violates this Equality, Diversity and Inclusion Policy.

9. Monitoring and Evaluation

OCGC will regularly monitor and evaluate this policy, its practices, procedures and operations on an ongoing basis and will inform employees, participants, volunteers and officials of the impact of this Equality, Diversity and Inclusion Policy.

10. Revision of Policy

OCGC reserves the right to amend and/or withdraw this policy from time to time for any reason, including without limitation, to take account of changes in the law, best practice and/or operational requirements.