Equality, Diversity & Inclusion Policy
Introduction
The English Football League is responsible for setting the standards, values and expectations of all Clubs in relation to equality, inclusion and diversity. Football is for everyone; it belongs to, and should be enjoyed by anyone who wants to participate in it, whether as a player, official, staff member, volunteer, spectator or anybody who may access a Club’s facilities.
Encompassed through the principles of our Equality Campaign ‘County Collective’, Stockport County Football Club (“the club”) is driven by progression and the values of community, humility and togetherness, along with the belief that these values can empower people to lead better lives.
We are very proud that Stockport is a diverse and vibrant community, and we believe that by embracing that diversity and making a commitment to increasing representation across all groups who interact with the club, we will improve our business performance, whilst ultimately providing greater opportunity for all.
The aim of the club’s Equality Policy is to promote our own equality objectives and in doing so, help to ensure that everyone is treated fairly and with respect. This policy and the requirements of the Equality Act 2010 applies to the clubs’ job applicants, employees, workers, community participants, players, fans and club partners.
The club’s commitment is to promote inclusion to and confront and eliminate discrimination whether by reason of age, gender, gender reassignment, sexual orientation, marital status or civil partnership, race, nationality, ethnic origin, religion or belief, ability or disability, pregnancy and maternity and to encourage equal opportunities. These are known as ‘protected characteristics’ under the Equality Act 2010.
Stockport County Football Club will ensure that it treats everyone fairly and with respect and that it will provide access and opportunities for all members of the community to take part in, and enjoy, its activities. Every staff member, Board member, official, spectators, fan and visiting teams can be assured of an environment in which their rights, dignity and individual worth are respected, and in particular that they are able to work in and watch football in an environment without the threat of intimidation, victimisation, harassment or abuse.
This policy is fully supported by the Board of Stockport County Football Club.
Scope
This policy applies to anyone working for us. This includes employees (current and potential), Directors, casual workers, contractors, sub-contractors, consultants, volunteers, interns and apprentices.
This policy extends to all activities of Stockport County Football Club.
Purpose
Stockport County Football Club is committed to encouraging equality, diversity and inclusion among our workforce, and eliminating unlawful discrimination. The aim is for our workforce to be truly representative of all sections of society and for our fans, and for each employee to feel respected and able to give their best. The club is also committed to addressing unlawful discrimination of customers or the public.
This policy’s purpose is to:
- Provide equality, fairness and respect for all in our employment, whether full-time, part-time, casual or temporary.
2. Not unlawfully discriminate because of the Equality Act 2020 protected characteristics of:
- Age
- Disability
- Gender reassignment
- Marriage or civil partnership
- Pregnancy or maternity
- Race (including ethnic or national origin, colour or nationality)
- Religion or belief
- Sex
- Sexual orientation
- Oppose and avoid all forms of unlawful discrimination. This includes in:
- Pay and benefits
- Terms and conditions of employment
- Dealing with grievances and disciplinaries
- Dismissal
- Redundancy
- Leave for parents
- Requests for flexible working
- Selection for employment, promotion, training or other development opportunities
Commitments
Stockport County Football Club commits to:
- Encouraging equality, diversity and inclusion in the workplace
- Creating a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and contributions of all staff are recognised and valued
- Taking 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
- Making 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
- Making decisions concerning staff based on merit (apart form in any necessary and limited exemptions and exceptions allowed under the Equality Act)
- Reviewing employment practices and procedures when necessary to ensure fairness and updating them when required to take into account changes of the law
- Monitoring 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 this policy.
Implementation
This policy is fully supported by the Board of Stockport County Football Club.
To achieve these objectives, Stockport County Football Club is committed to promote and advance equality opportunity through the club’s structure which will cover all areas of our organisation. The Chief Executive Officer and the Club’s Equality, Diversity & Inclusion lead are responsible for implementing the policy.
Staff in supervisory or management positions must ensure that, as far as they are able, they act immediately if they become aware of any harassment or bullying taking place. As an employer, we have a responsibility to look after the wellbeing of our employees.
All employees have a responsibility to understand and comply with this policy at all times and to report any harassment or bullying that they are aware of within the workplace to their manager or another manager of the same level, where applicable.
The following steps will be taken to publicise this policy and promote Equality, Diversity & Inclusion within Stockport County Football Club:
- A copy of this policy will be published on the Stockport County Football Club website and the Stockport County Football Club intranet
- The Board will take full account of the policy in arriving at all decision in relation to activities of Stockport County Football Club
- This policy will be reviewed annually (or when necessary due to changes in legislation)
- Stockport County Football Club will collaborate fully with any practical surveys or other initiatives designed to assess the level of participation of different sections of the community in football and will take account of the findings in developing measures to promote and enhance Equality
- Stockport County Football Club will provide access to training for all of its Board Members and staff to raise awareness of both collective and individual responsibilities
Positive Action and Training
The principle of Equality goes further than simply complying with legislation. It entails taking positive steps to counteract the effects of barriers – whether real or perceived – that restrict the opportunity for all to participate equally and fully.
Stockport County Football Club is committed to equality inclusion and anti-discrimination as part of the English Football League’s Code of Practice. The club commits to programme of raising awareness and educating, investigating concerns and applying relevant and proportionate sanctions, campaigning, widening diversity and representation and promoting diverse role models, which we believe are all key actions to promote inclusion and eradicate discrimination within football.
Stockport County Football Club will furthermore seek to apply employment practices in general, and recruitment and selections practices more specifically, which encourage and support people with protected characteristics to gain access to work or training.
Reasonable Adjustments
Stockport County Football Club recognises that it has a duty to make reasonable adjustments for disabled persons.
The duty to make reasonable adjustments may include the removal, adaption or alteration of physical features, if these make it impossible or unreasonably difficult for disabled people to carry out their role. It may also include making changes to working arrangements.
The Club will consider all requests for adjustments and where possible will accommodate any reasonable requests. Where appropriate, advice may be sought from specialist agencies.
Disciplinary and grievance procedures
Details of the clubs disciplinary and grievance policies and procedures can be found on the club’s intranet or requested from the People department. This includes information regarding who an employee should raise a grievance to and how acts of misconduct will be managed.
Complaints and Compliance
Stockport County Football Club regards all forms of discriminatory behaviour, including (but not limited to) behaviour described in the Appendix as unacceptable, and is concerned to ensure that individuals feel able to raise a bona fide grievance or complaint related to such behaviour without fear of being penalised for doing so.
Appropriate disciplinary action will be taken against any employee, player, Board member, member or volunteer, spectator or fan who is found, after a full investigation, to have violated this policy.
Where the violations of the EDI policy by way of harassment, victimisation or discrimination amount to a criminal offence, the appropriate authority will be informed. In the event that an individual or organisation associated with Stockport County Football Club is subject to allegations of unlawful discrimination in a court or tribunal, the Board and senior leadership team will co-operate fully with any investigation carried out by the relevant lawful authorities and, subject to the outcome, may consider taking action as above in relation to the matter concerned.
APPENDIX
Relevant Legislation
Discrimination has been legally defined through a series of legislative acts culminating in the current Equality Act 2010 which came into force in October 2010. The Equality Act 2010 is a law which harmonises where possible, and in some cases extends, protection from discrimination and applies throughout the UK.
Discrimination refers to unfavourable treatment on the grounds of a ‘protected characteristic’. Under the Equality Act 2010, the protected characteristics are defined as age, disability, gender reassignment, marriage or civil partnership, pregnancy and maternity, race (which includes ethnic or national origin, colour or nationality), religion or belief, sex (gender) and sexual orientation.
Under the Equality Act 2010, individuals are protected from discrimination ‘on grounds of’ a protected characteristic. This means that individuals will be protected if they have a characteristic, are assumed to have it, associated with someone who has it or with some who is assumed to have it.
Forms of Discrimination and Discriminatory Behaviour
Direct discrimination
Direct discrimination is defined as less favourable treatment on the grounds of one or more of the protected characteristics.
Indirect discrimination
Indirect discrimination occurs when a provision, criterion or practice is applied to an individual or group that would put persons of a particular characteristic at a particular disadvantage compared with other persons.
Discrimination arising from disability
When a disabled person is treated unfavourably because of something connected with their disability and this unfavourable treatment cannot be justified, this is unlawful. This type of discrimination only relates to disability.
Harassment
Harassment is defined as unwanted conduct relating to a protected characteristic that has the purpose of effect of violating a person’s dignity, or which creates an intimidating or hostile, degrading, humiliating or offensive environment for that person.
Victimisation
It is unlawful to treat a person less favourable because he or she has made allegations or brought proceedings under the anti-discrimination legislation, or because they have helped another person to do so. To do so would constitute victimisation.
Bullying
Bullying is defined as a formal of personal harassment involving the misuse of power, influence or position to persistently criticise, humiliate or undermine as individual.
Effective date: August 2023 – First Version
Written by: Ellie O’Connor – Head of People
Approved by Chief Executive Officer
Approved By Board Member
Approved by EDI Lead
Review Date: August 2024
Update responsibility: Head of People
Review History
August 2023 – Development & Creation of Document
