Equality, Diversity and Inclusion Policy

This policy applies to all workers, including senior managers and the board of trustees, paid workers, volunteers and sessional workers, agency workers, students or anyone working on behalf of Sporting Communities CIC.

Sporting Communities is committed to encouraging diversity and eliminating discrimination in both its role as an employer and as a provider of services. Sporting Communities aims to create a culture that respects and values each others’ differences, that promotes dignity, equality and diversity, and that encourages individuals to develop and maximise their true potential. We are committed wherever practicable to achieving and maintaining a workforce that broadly reflects the local community in which we operate.

The purpose of this policy is to provide equality and fairness for all in our employment and in the provision of services and not to discriminate on the grounds of protective characteristic; age, disability, gender reassignment, marriage or civil partnership, pregnancy and maternity, race, religion or belief, sex, sexual orientation or political opinion.

Sporting Communities opposes all forms of unlawful and unfair discrimination. All workers, trustees and volunteers, whether part-time, full-time or temporary, will be treated fairly and with respect. Selection for employment, promotion, training, volunteering or any other benefit will be on the basis of skills and ability.

Sporting Communities commitment to Equality, Diversity & Inclusion is:

  • To create an environment in which individual differences and the contributions of all our workers, trustees and volunteers are recognised and valued.
  • To create a working environment that promotes dignity and respect for all. No form of intimidation, bullying or harassment will be tolerated.
  • To ensure training, development and progression opportunities are available to all.
  • To promote equality in the workplace, which it believes is good management practice and makes sound business sense.
  • To regularly review all employment and volunteering practices and procedures to ensure that no job applicants, workers, trustees or volunteers are treated less favourably than others.
  • To regularly review services to ensure they are accessible and appropriate to all groups within society.
  • To treat breaches of the equality policy seriously and to take disciplinary action when required.
  • To provide information and training to all workers, trustees and volunteers so that they are fully aware of the issues relating to Equality and Diversity and their responsibilities relating to it.
  • To ensure the policy is fully supported by the Board of Directors.
  • To monitor and review the policy annually.


Sporting Communities will act positively in using the Equality and Diversity Policy as a means of making public its commitment to provide equal opportunities to all present and future workers, trustees and volunteers.

Sporting Communities encourages all workers to apply for suitable opportunities that help their CPD.

Awareness of Equality and Diversity is part of the induction process and training is provided as part of the quarterly workers training events. Any form of discrimination by a worker, trustee or volunteer is treated very seriously and where appropriate will be dealt with using the Disciplinary Procedure.

Positive Discrimination

Positive discrimination is illegal and the recruitment of ‘quotas’ of particular groups is also illegal. Discrimination in selection to achieve or secure a balance of persons of different racial groups is also not allowed under the Race Relations Act 1976.

There is an exception, however, which may be appropriate for certain posts in Sporting Communities, i.e. when a genuine occupational qualification (GOQ) is necessary or desirable for a Particular group or sex. Both the Race Relations Act 1976 and the Sex Discrimination Act 1975 allow these exceptions.


Job descriptions and Person Specifications are prepared for all posts. The job description indicates the responsibilities and tasks to be undertaken by the job holder.

Specification describes the qualifications, skills and abilities required. A list of preferred criteria may also be prepared. Care will be taken to ensure that neither the description nor the specification are discriminatory on the grounds quoted in the Policy Statement.

Sporting Communities will use a range of advertising methods in order to attract the widest pool of appropriate applicants. Vacancies for new and existing jobs will normally be advertised internally and externally. All our advertising will:

  • Contain the statement ‘Sporting Communities is an ‘Equal Opportunities Employer’.
  • Ensure that we do not exclude, discriminate against, or discourage any particular group from applying nor make it difficult for any one from such a group to apply.
  • Refer to the job description and person specification in order give information about the requirements of the job.
  • Give clear instructions about obtaining the application pack.

All applicants will be asked to fill out an application form which contains only information essential and relevant to the appointment. Different formats will be made available.

Applications will be short listed by at least 2 people. Short listing will be performed on the basis of objective criteria and the extent to which candidates have shown, in the application form, that they meet the required person specification, and can carry out tasks and responsibilities required of the post-holder. Formal qualifications and standards of literacy and numeracy will only be taken into account when they are recognised as necessary for a particular job.

Short listed candidates will be invited to an interview. Workers and members of the Board of Directors responsible for short-listing, interviewing and selection of candidates will be:

  • Clearly informed of selection criteria and the need for their consistent application;
  • Given guidance on the effects which generalised assumptions about people from groups quoted in the Policy Statement can have on selection decisions;
  • Made aware of the possible misunderstandings that can occur between persons from different cultural backgrounds

All interviews will be carried out by a minimum of 2 people, the names and gender of interviewees will be made available in advance upon request. The questions asked will seek to gather objective evidence in support of the job description and person specification. The same questions will be asked of all candidates applying for the job.

Disabled candidates will be asked if they need support prior to the interview process and any appropriate adjustments will be made should they be offered an interview.

Notes will be taken and evidence gathered against the job description and person specification.

All candidates will be asked about their eligibility to work.

All candidates will be scored against the job description and person specification. The highest scoring applicants will be offered the position.

Offers will be made to successful candidates, subject to satisfactory references and DBS check (where required).

All unsuccessful candidates will be informed of the result of their application and offered brief feedback.

DBS Policy

For certain positions we will request enhanced disclosures for all workers, trustees and volunteers. This requirement will be clearly stated in the application pack.

Sporting Communities will not discriminate against ex offenders with unspent convictions, unless required to do so because of the nature of the post. All applications will be considered on an individual basis.

Induction and training

All workers, trustees and volunteers will be required to follow an appropriate induction process to ensure they are equipped to do the job. All workers, trustees and volunteers will receive information on and a copy of the Equality and Diversity policy, procedures and action plan as part of their induction.

Flexible working

Sporting Communities will consider all requests for flexible working arrangements constructively and creatively, taking account of the balancing the needs of the organisation with the needs of the individual worker. Sporting Communities will offer a range of flexible working arrangements and will work collaboratively to identify solutions that suit both the individual and the organisation.


All workers, trustees and volunteers have access to a wide range of training opportunities which are regularly circulated. Training opportunities will be discussed during supervision sessions and selection for training will be made on the basis of both the needs of the business set out in the Business Plan and the personal development of the individual. Special needs and requirements for people with disabilities or caring responsibilities will be taken into account whenever practicable and methods sought to help them overcome disabilities in taking up training opportunities. Workers with management, recruitment and selection responsibilities will be given guidance in the implementation of the Equal and Diversity Policy to ensure that they understand their position in law and under the organisation’s policy.

Annual Leave and Religious Holidays

Sporting Communities will not ask about a workers religion and will not discriminate against anyone wishing to celebrate their festivals. Employees are required to use part of their annual holiday entitlement to cover time off for these and must follow the normal holiday booking procedure.

Cultural and religious needs

Where workers, trustees or volunteers have particular cultural and religious needs, Sporting Communities will consider whether it is reasonably practicable to meet these needs while maintaining the efficiency of the business.

People with disabilities

Sporting Communities will make genuine efforts to recruit people with disabilities and take reasonable steps to make the workplace and individual jobs accessible to people with disabilities. Sporting Communities will regularly review its facilities for disabled workers, trustees and volunteers and will try to overcome any problems faced wherever practicable and within reasonable resources available. Sporting Communities will ensure that people have maximum access to employment opportunities and to meetings and events, regardless of any disability.


Sporting Communities will take seriously any complaints of discrimination and will not victimise people who make such complaints. Workers will be made aware as part of their compliance pack of their responsibilities in relation to Equality and Diversity and that discriminatory behaviour will be fully investigated and dealt with accordingly.

Bullying and Harassment

Sporting Communities upholds the right of all workers and volunteers to be treated with respect and dignity and to work in an atmosphere free of bullying and harassment. All workers and volunteers are responsible for ensuring that their own behaviour is sensitive to others and for ensuring that they do not condone or support the bullying or harassing behaviour of others. All complaints of bullying and harassment will be treated seriously and should be raised using the Complaints Procedure. All complaints will be investigated and where appropriate, the Disciplinary Procedures will be followed.

Service Provision

Sporting Communities will endeavour to ensure that it’s services to and for the voluntary sector are sensitive and appropriate to respond to the needs of all groups, whenever practicable, i.e. taking account of the needs of minority groups. Sporting Communities will continue to take a leading role in combating any form of discrimination. Sporting Communities will work with others to ensure that the diversity of each community is recognised and celebrated.


It is the workers responsibility with the support of the Board of Directors to ensure the implementation of the Equality, Diversity and Inclusion Policy. Appropriate funds will be sought to implement approved aspects of the Policy which require special and additional resources, such as access requirements.

All workers, trustees and volunteers have the individual responsibility to:

  • Follow procedures introduced to ensure equal opportunity and non-discrimination;
  • To draw the attention of management to suspected or alleged discriminatory practices;
  • To refrain from harassing or intimidating other workers, trustees or volunteers, clients or visitors of Sporting Communities on any of the grounds cited in the policy statement.

If you have any queries relating to equal opportunities, please contact our Chief Executive Officer Kevin Sauntry on 07904662444.

This policy was last reviewed on 04/03/2021