DIVERSITY AND INCLUSION POLICY

This policy supports the overall desire of Reigate Lawn Tennis Club (“the Club”) for diversity and inclusion, with the aim to ensure that:

• Tennis is diverse and inclusive;

• Diversity and inclusion are embedded in the Club’s culture and behaviours;

• The Club creates a culture where inclusive leadership thrives;

• The Club takes a proactive approach using positive action to ensure that individuals are valued and able to achieve their full potential.

This policy is fully supported by the Management Committee, which is responsible for the implementation and review of this policy.

The Club will adhere to:

a) be responsible for setting standards and values to apply throughout the Club at every level, as tennis should be enjoyed by everyone who wants to play the game.

b) be committed to eliminate discrimination by reason of age, gender, gender reassignment status, sexual orientation, race, nationality, ethnic origin, religion or belief, ability or disability, and to encourage equal opportunities.

c) ensure that it treats its coaches, members, visitors and visiting teams fairly and with respect, and ensure that all members have access to and have opportunities to take part in and enjoy its programmes of activities, competitions and events.

d) support the development of good diversity and inclusion practice by coaches, members, volunteers, and parents and carers.

e) not tolerate harassment, bullying, abuse or victimisation of an individual (which the Club regards as forms of discrimination), including sexual or racially based harassment or other discriminatory behaviour (whether physical or verbal), and to work to ensure that such behaviour is met with appropriate action in whatever context it occurs.

f) be committed to the immediate investigation of any complaints of discrimination on the above grounds, once they are brought to its attention. Complaints will be dealt with in accordance with its complaints policy and, where such a complaint is upheld, the Management Committee may impose such sanction as it considers appropriate and proportionate to discriminatory behaviour.

g) be committed to taking positive action where inequalities exist and the development of a programme of on-going training and awareness in order to promote the eradication of discrimination and to promote diversity and inclusion in tennis.

h) be committed to a policy of fair and equitable treatment of all members and coaches, and require all members and coaches to abide by and adhere to these policies and the requirements of anti-discrimination legislation.

How to raise a concern about discrimination

Where someone has concerns that they or someone else is being discriminated against or has been a victim of discriminatory language or behaviour then, if they are in immediate danger, the police should be contacted by calling 999.

Where there is no immediate danger, concerns should be raised as follows:

• Whilst we are in the process of recruiting a new Welfare Officer, please contact the Club Secretary on secretary@reigateltc.org.uk or the LTA Safeguarding Team, either by telephone or by using the ‘Reporting a Concern’ form at https://safeguardingconcern.lta.org.uk/

• If the LTA Safeguarding Team is unavailable and you want advice before the next working day then:
o if your concern is about a child, call the NSPCC on 0808 800 5000
o if your concern is about an adult, contact Surrey County Council’s Adult Social Care services.

• Hate crime can also be reported to True Vision at www.report-it.org.uk

• Further advice can be obtained from the Equality Advisory Support Service by calling 0808 800 0082 or visiting www.equalityadvisoryservice.com

Handling a concern or disclosure can be emotionally difficult. If you would like to talk to someone after raising a concern or making a disclosure, contact the LTA Safeguarding Team.

It may be deemed appropriate for a formal complaint to be raised with and dealt with by the Club, in which case the process will follow the Club's complaints procedure as set out in a separate document.

Terminology

• Bullying can involve any form of physical, emotional, sexual or discriminatory abuse. It can also include cyber-bullying – using social media or mobile phones to perpetrate bullying.

• Disability is a physical or mental impairment that has a substantial and long-term adverse effect on the ability of a person to carry out normal day-to-day activities.

• Discrimination means treating someone in a less favourable way and causing them harm, because of their age, disability, gender reassignment, marriage or civil partnership, pregnancy or maternity, race, religion or belief, sex or sexual orientation.

o Direct discrimination occurs when a person is treated less favourably than another person because of a protected characteristic. Direct discrimination also includes discrimination because a person is wrongly thought to have a particular protected characteristic or is treated as if they do.

o Indirect discrimination occurs where the effect of certain requirements, provision or practices imposed by an organisation has an adverse impact disproportionately on one group or other. Indirect discrimination generally occurs when a rule or condition, which is applied equally to everyone, can be met by a considerably smaller proportion of people from a particular group; the rule is to their advantage and it cannot be justified on other grounds.

o Discrimination arising from disability occurs when a disabled person is treated unfavourably because of something connected with their disability and this unfavourable treatment cannot be justified. Treatment can be justified if it can be shown that it is intended to meet a legitimate objective in a fair, balanced and reasonable way. If this can be shown then the treatment will be lawful. This form of discrimination can occur only if the service provider knows or can reasonably be expected to know that the disabled person is disabled.

o Positive discrimination is illegal under UK anti-discrimination law and shouldn’t be confused with positive action. Positive discrimination generally means being favourable towards an individual or group for whatever reason outlined.

• Diversity means acknowledging, celebrating and respecting the differences between groups of people and between individuals. The Club will work to ensure that people can be assured of an environment in which their rights, dignity and individual worth are respected, and in particular that they are able to enjoy their sport without the threat of intimidation, victimisation, harassment or abuse.

• Equality means treating everyone with fairness and respect and recognising and responding to the needs of individuals. Taking positive actions to address existing disadvantages and barriers affecting how people engage with and participate in tennis.

• Harassment can be described as inappropriate actions, behaviour, comments or physical contact, which may cause offence, i.e. mental or physical anxiety or hurt, to an individual.

• Hate crime is crime that is targeted at a person because of hostility or prejudice towards that person’s disability, race or ethnicity, religion or belief, sexual orientation or transgender identity. This can be committed against a person or property.

• Inclusion means ensuring that tennis is equally accessible to any member of the community so they can be fully involved in whatever capacity they choose; and that they are supported to achieve their potential in any capacity e.g. player, employee, volunteer, coach or official. The Club will work to ensure that people have a genuine and equal opportunity to participate to the full extent of their own ambitions and abilities, that they feel respected and valued and are not singled out, with regard to their age, disability, gender reassignment status, sex, marital or civil partnership status, pregnancy or maternity, race, sex, sexual orientation, religion, race or sexual orientation, socio-economic status or any other background.

• Inclusive leadership is present where leaders are aware of their own biases and preferences, actively seek out and consider different views and perspectives to inform better decision-making. They see diverse talent as a source of competitive advantage and inspire diverse people to drive organisational and individual performance towards a shared vision.

• Positive action is legal and describes measures targeted at a particular group that are underrepresented in a particular programme or aspect of a sport. These measures are intended to redress past discrimination or to offset the disadvantages arising from existing attitudes, behaviours and structures. Lawful positive action measures can include:

o targeting job training at people of particular racial groups, or either gender, which have been under-represented in certain occupations or grades during the previous 12 months, or encouraging them to apply for such work.

o providing facilities to meet any specific educational, training or welfare needs identified for a specific racial group.

o special action being taken, e.g. the employment of a female coach to lead a session aimed at women, to specifically encourage uptake and participation by female players.

• Victimisation occurs when a service provider treats someone badly because they have made or supported a complaint about discrimination or harassment, or because the service provider thinks that they are doing or may do these things. It will also be victimisation if a service provider treats someone badly because they support someone else who makes a discrimination claim. A person is not protected from victimisation if they have maliciously made or supported an untrue complaint.

Approved by the Management Committee in October 2020

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