Equality / Diversity and Inclusivity
TOP MEADOW GOLF CLUB
EQUALITY, DIVERSITY & INCLUSION POLICY 2024
1. STATEMENT OF INTENT
1.1 Top Meadow Golf Club shares the belief of England Golf and Essex Golf Union that
golf belongs to everyone. All who play and all who aspire to play must have an
equal opportunity to do so.
1.2 The Club is committed to the principles of equality and diversity throughout its
membership, its paid and volunteer workforce and any others with whom the
Club engages.
1.3 The Club considers that everyone should play their part in making golf inclusive
and aims to ensure that all people, irrespective of background or Protected
Characteristics, have a genuine opportunity to engage with golf. We will not
disadvantage any individual by imposing conditions or requirements which cannot
be justified.
2. WHO DOES THIS POLICY APPLY TO?
2.1 This Policy shall apply to, and be binding upon the Club, its Directors, Owners,
staff, volunteers, coaches, contractors, squad players, agents, and
representatives working, holding office or acting for or on behalf of the Club.
3. OTHER IMPORTANT DOCUMENTS
This policy works with other documents adopted by the Club, in particular:
Health & Safety/Equal Opportunities/Discipline, Dismissal and Grievance which
relate to the relationship between the Club and those it employs and the
recruitment process.
Disciplinary Regulations which may be used to deal with alleged breaches of this
policy.
Safeguarding Children and Young People Policy, and Safeguarding Adults Policy,
which will be followed in respect of any matters which give rise to a safeguarding
concern.
Code of Conduct which set out the standards of behaviour and conduct expected
from members, those who are attending Club events, or representing, working for
of otherwise engaging with the Club in some capacity.
Complaints Policy which may be used to deal with concerns raised about the
actions of the Club
Data Protection Policy which sets out how we will handle personal data, including
data collected to monitor diversity in line with this Policy.
[insert any other relevant policies]
4. POLICY IMPLEMENTATION
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A. WHAT WE WILL DO
1. Promote fairness, equality, diversity and respect for everyone working,
volunteering or participating in the sport of golf or otherwise engaging with the
Club.
2. Ensure that all competitions, events and activities are administered by the Club
are carried out in a fair and equitable way (except where specific situations and
conditions prevent this, or where we consider that Positive Action is a
proportionate way to achieve a legitimate aim).
3. Monitor and review Club policies, procedures and regulations to ensure that they
are consistent with the requirements of this policy, including policies relating to
admission to membership.
4. Where practical we will take steps to monitor the diversity of the Club’s members,
participants, players, volunteers and others that we may engage with in order to
measure and assess the impact of this policy
5. Provide appropriate training and support to staff, volunteers, officials and others.
6. Make reasonable adjustments for those with a disability.
7. Publish this policy on the Club website.
B. WHAT WE WON’T DO
1. Discriminate against anyone, either directly or indirectly, on the basis of a
Protected Characteristic.
2. Subject anyone to less favourable treatment on the basis of them doing a
Protected Act (victimisation).
3. Subject anyone to harassment in relation to a Protected Characteristic.
5. REPORTING PROCEDURES
If you are concerned about the behaviour or conduct of someone at a Club event,
someone representing the Club, or any other breach of this policy:
5.1 please report the matter to James Livingstone (Welfare Officer)
[email protected]
5.2 If the matter is reported verbally, and you are able, please follow the verbal
report in writing as soon as possible.
5.3 The Club will consider the appropriate way to deal with the matter, which may
include referring the matter to and/or seeking guidance from England Golf.
6. HOW WE WILL DEAL WITH BREACHES OF THIS POLICY
6.1 When we receive a report or a concern that relates to this policy we will ask
James Sharp (Director of Golf) & Daniel Stock (Owner)to consider the matter
initially. They will consider the appropriate next steps, which may include the
following:
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a. seeking further information in relation matters raised
b. seeking guidance from England Golf or any other appropriate body or
organisation
c. referring the matter to another body or organisation
d. dealing with the matter informally
e. deciding which procedure is the most appropriate, such as the Employee
Disciplinary Procedure, the Safeguarding Policies or the Disciplinary Regulations,
to progress the matter formally.
6.2 The Club will usually inform the person reporting the matter of the next steps
and/or the outcome of the matter. However, there may be circumstances in
which we are not able to disclose full details to the reporting individual. This may
be because the law prevents us from doing so, because some information is
confidential or to protect the safety or wellbeing of those involved.
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7. KEY CONCEPTS, DEFINITIONS AND EXAMPLES
A. The Equality Act 2010 and Discrimination
Every individual and organisation to whom this Policy applies must not act in a way
which is directly or indirectly discriminatory on the basis of a Protected Characteristic.
The Equality Act 2010 makes it unlawful to discriminate directly or indirectly against
individuals or groups with certain “Protected Characteristics”. The “Protected
Characteristics” are listed in section 4 of the Act:
Age
Disability
Gender Reassignment
Marriage and Civil Partnership
Pregnancy and Maternity
Race
Religion or Belief
Sex
Sexual Orientation
Direct Discrimination
Direct Discrimination is defined at section 13(1) of the Equality Act 2010: “A person (A)
discriminates against another (B) if, because of a protected characteristic, A treats B less
favourably than A treats or would treat others.”
For example, if an action or decision is taken by a club which treats females less
favourably than males, this would be considered direct discrimination on the grounds of
sex, which is a protected characteristic.
Indirect Discrimination
Indirect Discrimination is defined at section 19(1) of the Equality Act 2010: “A person
(A) discriminates against another (B) if A applies to B a provision, criterion or practice
which is discriminatory in relation to a relevant protected characteristic of B's.”
Indirect discrimination occurs where less favourable treatment is not the main effect or
objective of an action or decision.
The nature of indirect discrimination is that the discriminatory effect can be an
unexpected or unforeseen effect of a good faith decision. Complaints of indirect
discrimination should be considered carefully and objectively, and not dismissed out of
hand purely because the effect was not an expected or intentional one.
If, for example, a club has a rule or practice that certain competitions are only played on
Saturdays, this would prevent members with certain religious beliefs from taking part in
the competition. Although it may not have been the intention of the golf club, the effect
is the less favourable treatment of members on the grounds of religion or belief, which is
a protected characteristic. This is indirect discrimination.
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Actions and Intentions
An action or decision can still be considered discriminatory even if the less favourable
treatment is unintentional. It may not always be obvious to the perpetrator that their
actions are discriminatory. Indirect discrimination is often unintentional, but it is not a
defence to an allegation of discrimination to say that the perpetrator did not mean to
discriminate against a person or group.
Discrimination can arise out of actions and decisions but can also arise out of omissions
and failure to take actions or decisions.
Reasonable Adjustments
Everybody to whom this Policy applies is under a duty to make reasonable adjustments
to avoid discriminating against any individual or group with the Protected Characteristic
of Disability.
The duty is to make reasonable adjustments. It is not unreasonable for adjustments to
cost time, money, or other resources. However, an adjustment may not be reasonable if
the cost is disproportionately high or making the adjustment would be unfeasible. The
resources required to make an adjustment are an important factor to be considered in
deciding whether an adjustment is reasonable.
Positive Action
It can be lawful to make decisions that discriminate on the basis of a Protected
Characteristic in very limited and exceptional circumstances, if the discrimination is a
‘Positive Action’ taken in order to address an underrepresented group or Protected
Characteristic. Positive Actions must be reasonable, justifiable, and clearly linked to a
legitimate aim. Where a club decides to take Positive Action in respect of an
underrepresented group, it should carefully record its decision making and the evidence
it has considered, and review the practice regularly to ensure that the Positive Action
does not continue for longer than reasonably necessary.
Examples
In a golfing context, some examples of discrimination might include:
Not allowing the use of golf buggies, as this increases the cost of maintaining the
course. Permitting the use of golf buggies may be a reasonable adjustment, and
the increased course maintenance costs are a factor to be assessed in deciding
whether or not the adjustment is reasonable.
Restricting the number of tee times available to women during peak hours at a
golf course. Whilst it may be permissible to limit access to the course at certain
times, for example to allow a competition to be played, a club will need to be
certain that it is providing equal opportunity to access the course for various
groups.
Not allowing competitions to be played on alternate days to accommodate for
certain religious beliefs.
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B. Harassment
Harassment is defined in section 26(1) of the Equality Act 2010. Harassment occurs
where a person engages in unwanted conduct related to a Protected Characteristic
(outlined in the Equality Act 2010), which has the purpose of either:
Violating the other person’s dignity; or
Creates an intimidating, hostile, degrading, humiliating or offensive environment
for the other person.
In determining whether conduct amounts to harassment, regard is had to:
The perception of the victim
Whether it is reasonable for the conduct to have the perceived effect
The wider circumstances of the matter.
Sexual Harassment
Sexual harassment occurs where a person engages in unwanted conduct of a sexual
nature, and the conduct has the purpose or effects outlined above.
One Off Incidents
A single, isolated, or one-off incident can still amount to harassment. The key
consideration is the purpose or effect of the conduct.
Protection from Harassment Act 1997
Harassment can still occur even if it not based on a Protected Characteristic. The
Protection from Harassment Act 1997 made it a civil, and sometimes a criminal, offence
to carry out a course of conduct that amounts to harassment.
Examples
In a golfing context, some examples of unlawful harassment might include:
Employees making unwanted or inappropriate contact with colleagues at a golf
club or facility.
Targeting disabled golfers using buggies and demanding to see proof of a
disability where this is not required by the terms of a competition, for example.
Disproportionate and public criticism or sanctioning of an individual’s behaviour
by an organisation for irrelevant or personal reasons. A clear disciplinary
procedure will help to ensure that those facing disciplinary action at a club are
treated fairly.
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C. Victimisation
Victimisation is defined in section 27(1) of the Equality Act 2010.
Victimisation occurs where a person suffers a detriment because they do a protected act
or are believed to have done a protected act.
Protected Act
A protected act includes making a complaint (whether in writing or not, formally or
informally) or bringing legal proceedings under the Equality Act 2010 in relation to
discrimination, harassment, bullying, or any other issue related to equality, diversity or
Protected Characteristics.
Detriment
A detriment can be any less favourable treatment, including direct acts such as
suspensions, fines, sanctions, and verbal and physical aggression.
It is not necessary to show that somebody is being treated less favourably than
somebody else who did not do a protected act, only that they have been subject to a
detriment because of a protected act.
Examples
In a golfing context, some examples of unlawful victimisation include:
Initiating disciplinary proceedings against a person as a result of making a
complaint about discrimination or harassment.
Ignoring a person’s valid input into the management of a club or county after that
person has made a complaint.
De-selecting a player from a squad or team because that person has made a
complaint.
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8. Further guidance and support
You can find further information from the following sources:
England Golf ED&I pages on website
link to England Golf Equality Guidance
https://equalityhumanrights.com/en
