Equal Opportunities Statement and Policy

The Right Track Sports Board of Directors are made up from a diverse group of individuals and
adopts this Equal Opportunities Statement and Policy, which supports our vision and values by
setting out our commitment to:
• Promoting equality of opportunity
• Promoting good relations between people with diverse backgrounds and needs
• Eliminating harassment, unlawful and institutional discrimination and victimisation

Responsibility Statement
The purpose of this policy is to ensure that work environments within The Right Track Sports are
characterised by trust and respect, where all people are protected from discrimination, harassment,
and any other improper and unwelcome conduct.
The Right Track Sports have a zero tolerance for discrimination, harassment or any other improper
conduct within our company.
In this policy discrimination includes any distinction, exclusion or preference based on, but not
limited to:
Race, ethnicity, national extraction, sex including pregnancy and marital status, religion, political
opinion, social origin, sexual orientation, gender expression, age, disability and health status
including HIV and AIDS.
The Right Track Sports CIC acknowledges that institutional structures, practices and procedures can
be discriminatory. We are committed to complying with all United Kingdom (and European
Community) anti-discriminatory legislation which can help the fight against disadvantage and
discrimination. We will not tolerate harassment, discrimination or victimisation on any grounds.

Employment
All employees and members accept their personal responsibility in the practical application of this
policy.
All appointments, whether for staff or volunteers, are carried out in accordance with The Right Track
Sports’ CIC Fair Recruitment and Selection Procedure, and anyone involved in staff and volunteer
recruitment will be appropriately trained.
All relevant aspects affecting the composition of the work/volunteer force; including applications,
short-listing, interviews, appointments, promotions, departures or dismissals, are monitored and the
information obtained is actively used to devise action plans, positive action training and other steps
to promote greater equality throughout the organisation’s work/volunteer force.
Disciplinary cases and grievances are carried out in accordance with The Right Track Sports’ CIC
disciplinary procedures and/or Employment Code of Practice, and those staff/volunteers involved in
hearing such cases are appropriately trained and/or experienced.
Discriminatory language and behaviour which offends or threatens colleagues, or any others is not
tolerated. Where it is necessary, action to deal with such instances will be taken by The Right Track
Sports CIC
The Right Track Sports CIC does not tolerate inappropriate language, behaviour or violence to staff
or volunteers by service users, and again will take appropriate action to protect staff or volunteers if
such incidents occur.

Training
The Right Track Sports CIC recognises the importance of developing staff or volunteers to meet the
needs of a diverse range of users and to contribute fully to our corporate priorities. A wide variety of
training programmes will soon be available to staff and volunteers.
Relations with outside organisations/contractors
The Right Track Sports CIC promotes its values on equality of opportunity in its dealings with
members, partners and other outside organisations, contractors, suppliers.

Communication
The Right Track Sports CIC will continue to make facilities available to enable staff and volunteers at
all levels to communicate effectively with (for example, those people whose first language is not
English, people who are deaf or have a hearing impairment, those who are blind or visually
impaired).

Consultation
Individuals and groups who represent the needs of all groups will be consulted throughout the
decision-making process on issues which affect them in order for The Right Track Sports CIC to
maintain up-to-date awareness of their needs and requirements.

Monitoring and evaluation
This policy will continue to be monitored and evaluated to ensure that it is kept relevant and up to
date. Key information on important aspects of recruitment, employment and business operations
will continue to be collated and analysed to obtain a detailed understanding of how policies and
practices are working towards creating equality of opportunity. The Right Track Sports CIC will
monitor its use of services, participation, volunteer, employee and community engagement. Action
will be taken to deal with any disparities that are identified.

Definitions
Direct discrimination: When a person or group is treated less favourably directly because of a
personal characteristic, such as race, gender, disability, religion, age or sexual orientation. Direct
discrimination is unlawful.
Indirect discrimination: Where a criterion, policy, procedure, practice or condition which applies
equally to everyone has the effect of disadvantaging people from a particular group and cannot be
justified. Indirect discrimination is unlawful.
Institutional discrimination: Where, for example, an organisation’s processes, procedures, attitudes,
behaviours or organisational structures, through unwitting prejudice, ignorance, thoughtlessness
and stereotyping, amount to less favourable treatment. Institutional discrimination is unlawful.
Harassment: Unwanted conduct that violates a person’s dignity or creates an intimidating, hostile,
degrading, humiliating or offensive environment having regard to all the circumstances and the
perception of the victim; harassment can include behaviour that is offensive, frightening or in any
way distressing. It may be intentional bullying, which is obvious or violent, but it can also be
unintentional or subtle and insidious. It may involve behaviour which may not be intended to be
malicious but nevertheless is upsetting. It may be about the individual’s personal identity or it may
be about the identity of those with whom the individual associates. It may not be targeted at an
individual(s) but consist of a general culture. Harassment is unlawful.
Victimisation: When an individual is treated detrimentally because they have made a complaint or
intend to make a complaint about discrimination or harassment or have given evidence or intend to
give evidence relating to a complaint about discrimination or harassment. Victimisation is unlawful.
If victimisation happens or if organisations fail to take reasonable steps to prevent it from
happening, they may be liable and may be ordered to pay compensation.