Glan Aber Tennis Club
Diversity and Inclusion Policy
Including Code of Conduct and Reporting Procedure
Concern Reporting Procedure
Anyone who has concerns that they or someone else is being discriminated against or has been a victim of discriminatory language or behaviour should:
Respond: Listen carefully to what the person is telling you. Do not interrupt; keep questions to a minimum; do not promise to keep the information secret
Refer: Is someone in immediate danger?
Call the police (999)
Talk to one of the Club’s Welfare Officers in confidence
(Andrea Hopkinson, 01244 675555, email@example.com or Will Grattan 07794 216097, firstname.lastname@example.org);
Talk to the LTA Safe and Inclusive Tennis Team (020 8487 7000) as soon as possible [Mon-Fri, 9am-5pm]. If the Safe and Inclusive Tennis Team is unavailable and you want advice before the next working day, call the NSPCC (0808 800 5000)
if your concern is about a child.
If your concern us about an adult ask them for details of your Local Authority Adult Social Care Services.
Hate crime can alternatively be reported through True Vision at www.report-it.org.uk
Record: Write an objective account of your concerns immediately using the Reporting a Concern Form found in our website Safe & Inclusive Tennis page. Send it to the LTA Safe and Inclusive Tennis Team within 48 hours of the concern/disclosure
Handling a concern/disclosure can be emotionally difficult. If you would like to talk to someone after making a concern/disclosure, contact the LTA Safe and Inclusive Tennis Team by phone 020 8487 7000 or email email@example.com
Diversity and Inclusion in Glan Aber Tennis Club
This Policy sets out our commitment and includes our Safe and Inclusive Standards, Code of Conduct and Reporting Procedure and it supports our overall aims for diversity and inclusion that are to ensure that:
To achieve these aims we believe that everyone involved in Tennis has a vital role to play in promoting diversity and inclusion and we ask everyone to become Safe and Inclusive Tennis Champions – proactively promoting Safe and Inclusive tennis and taking action against all forms of discrimination.
We are proud to have a Diversity and Inclusion Policy that demonstrates our commitment to making tennis diverse and inclusive. The commitment to Diversity and Inclusion is upheld by all - Lawn Tennis Association (LTA), Tennis Scotland, Tennis Wales and the Tennis Foundation.
These commitments are fully supported by the Glan Aber Committee.
Together we can make a positive difference to people from different backgrounds to participate
in tennis at our club.
Diversity and Inclusion Policy
1. Policy Statement
This Diversity and Inclusion Policy, Standards, Code of Conduct and Reporting Procedure areapplicable to Glan Aber Tennis Club and is based on similar policies of:
As a club we contribute actively to enable more people to play tennis more often, in a manner that it is safe, inclusive, and fair. This applies regardless of a person’s 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
We recognise that many concerns and/or disclosures may have both safeguarding and diversityand inclusion elements to them. This policy reflects this through its reporting procedures, which replicate the safeguarding concern reporting procedures.
This Policy strives to minimise risk and support our venue, programmes, events and individuals to deliver and experience a positive tennis experience for everyone. The Reporting Procedure outlines how to respond to safeguarding or discrimination concerns/ disclosures.
2. Use of Terminology
We have adopted the following definitions to explain our approach to diversity and inclusion in tennis:
Discrimination – 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
Diversity – acknowledging, celebrating and respecting the differences between groups of people and between individuals. We 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
Harassment – unwanted conduct related to a relevant protected characteristic, which has the purpose or effect of violating an individual’s dignity or creating and intimidating, hostile, degrading, humiliating or offensive environment for that individual or creates an intimidating, hostile, degrading, humiliating or offensive environment. The focus is on the perception of the
complainant not the intent of the perpetrator. Employees can complain of behaviour they find offensive even if it is not directed at them.
Inclusion – 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. We 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.
Positive action – Glan Aber is committed to taking positive steps to counteract the effects of physical or cultural barriers – whether real or perceived – that restrict the opportunity for all sections of the community to participate equally and fully. We will ensure that we institute, support or contribute to appropriate measures or initiatives that enable access to tennis and
participation in associated activities by people from any group that is under-represented in tennis or has difficulty accessing it and that they can do so with dignity or without being singled out.
Glan Aber has direct safe and inclusive responsibility for:
We recommend and support the development of good diversity and inclusion practice to:
This Policy is in line with national legislation (see appendix B for details of the relevant legislation) and applicable to our club, specifically to every person and place that we have direct safe and inclusive responsibility for.
4. Responsibility for implementation of the Diversity and Inclusion Policy
Diversity and inclusion is everyone’s responsibility: not responding to discriminatory or unacceptable language and behaviour is not an option.
o formally adopt this policy,
o take steps to ensure that our committee, members, participants and volunteers behave in accordance with the policy, including where appropriate taking disciplinary action under our constitution;
o ensure that access to membership as well as access to participation is open and inclusive;
o publish accurate information about the location and accessibility of our facilities; and
o support measures and initiatives that British Tennis may institute or take part in to advance the aims of this policy as part of our commitment to our LTA membership.
The individual who is told about, hears, or is made aware of the concern/disclosure is responsible for following the Concern Reporting Procedure above
5. Breaches of the Diversity and Inclusion Policy, Standards, Code of Conduct and Reporting Procedure
Where there are concerns that diversity and inclusion good practice has not been followed, all staff are encouraged to follow your club’s whistleblowing policy; consultants, coaches, officials, volunteers and players are encouraged to:
If someone comes to you with a concern around discrimination, listen to their complaint, reassure them and advise them of the routes listed above (1-3).
Breaches of this Policy and/or failure to comply with the outlined responsibilities may result in the following by the LTA, Tennis Scotland, Tennis Wales and/or the Tennis Foundation:
Actions taken by volunteers, officials, coaches, venues, clubs and/or events outside of the LTA, Tennis Scotland, Tennis Wales and/or the Tennis Foundation that are seen to contradict this Policy may be considered a violation of this Policy.
Where an appeal is lodged in response to a safeguarding decision made by the LTA Safe and Inclusive Tennis Team and Safeguarding and Protection Committee and/or Licensing and Registration Committee, an independent appeal body such as Sport Resolutions may be used. Their decision is final.
6. Related policies and guidance
Code of Conduct
ALL Members agree to
• Talk to one of the club Welfare Officers about any concerns or worries they have about themselves or others play within the rules and respect officials and their decisions
• Respect the rights, dignity and worth of all participants regardless of age, gender, ability, race, cultural background, religious beliefs or sexual identity
• Value and celebrate diversity and make all reasonable efforts to meet individual needs
• Refrain from making physical contact with children or adults unless it is necessary as part of an emergency or congratulatory (eg handshake/ high five)
• Keep clear boundaries between professional and personal life, including on social media
• Have the relevant consent from parents/ carers, children and adults before taking or using photos and videos
• Keep to agreed timings for training and competitions, or inform coach or team captain if they are going to be late
• Wear suitable kit for training and match sessions
• Pay any fees for training or events promptly
• Smoking including e-cigarettes is forbidden on Club premises.
All Adults agree to
• Encourage junior members to learn the rules of tennis and play within them
• Discourage unfair play and arguing with officials
• Recognise good performance, not just results
• Set a good example by recognising fair play and applauding the good performances of all
• Recognise and address any bullying behaviour
• Publicly accept judgements made by officials
• Use correct and proper language at all times
• Be patient - steady progression is unusual in children; peaks and plateaus are common
• Ask: “Did you enjoy it?” not “Did you win?” after a match
• Wherever possible, refrain from transporting children unless this is required as part of a club activiity (eg away match) and there is another adult in the vehicle
• Provide emergency contact details and any relevant information about your child including medical history to the coaching team.
Glossary of terms
Age: This refers to a person belonging to a particular age group, which can mean people of the same age (e.g. 32-year old’s) or range of ages (e.g. 18 - 30-year old’s, or people over 50).
Bisexual or Bi: – refers to a person who has an emotional and/or sexual orientation towards more than one gender.
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.
Direct discrimination: treating someone less favourably than another person because of a protected characteristic.
Disability: A person having a physical or mental impairment that has a substantial and longterm adverse effect on that person's ability to carry out normal day-to-day activities.
Discrimination: 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.
Discrimination by association: discrimination against someone because they are associated
with another person who possesses a protected characteristic.
Discrimination by perception: discrimination against someone because of the belief that someone possesses a protected characteristic.
Diversity: acknowledging and celebrating the differences between groups of people and between individuals.
Equality: 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.
Ethnicity: the social group a person belongs to, and either identifies with or is identified with by others, as a result of a mix of cultural and other factors including language, diet, religion, ancestry and physical features traditionally associated with race. Ethnicity is essentially selfdefined and may change over time.
Gay: refers to a man who has an emotional, romantic and/or sexual orientation towards men. Also, a generic term for lesbian and gay sexuality - some women define themselves as gay rather than lesbian.
Gender identity: this is an individual’s internal self-perception of their own gender. A person may identify as a man, as a woman, as neither man or woman (non-binary) or as androgyne/polygender.
Gender reassignment: The process of changing or transitioning from one gender to another.
Harassment: unwanted conduct related to a relevant protected characteristic, which has the purpose or effect of violating an individual’s dignity or creating and intimidating, hostile, degrading, humiliating or offensive environment for that individual or creates an intimidating,hostile, degrading, humiliating or offensive environment. The focus is on the perception of the
complainant not the intent of the perpetrator. Employees can complain of behaviour they find offensive even if it is not directed at them.
Hate crime: crime that is targeted at a person because of hostility or prejudice towards that person's disability, race or enthnicity, religion or belief, sexual orientation or transgender identity. This can be committed against a person or property.
Homophobia: the fear, unreasonable anger, intolerance or/and hatred toward homosexuality, lesbian gay and bisexual people whether that person is homosexual or not.
Inclusive leadership – leaders who 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.
An Inclusive Leader – is a role model exemplar of inclusive behaviour; listens to and seeks out the views of diverse people and takes account of these views, without bias, in the decisions they make; appreciates that a diverse group of people will generate more creative solutions to problems and encourages this; inspires people through a shared vision of future success and
motivates them to deliver it; leverages difference for high performance and provides responsive excellence to customers’, clients’ and service users’ needs; provides positive feedback to boost people’s self-efficacy; puts effort into helping diverse people identify their talents and develop them for performance now and future advancement; communicates authentically and honestly in a way that inspires trust, loyalty and well-being.
Inclusion: recognising that people from different backgrounds may have difference needs and expectations and may experience barriers in trying to access tennis. An inclusive venue is one that takes steps to attract and engage with people from many different backgrounds and meet their needs so that everyone has a positive experience and has the opportunity to achieve theirpotential.
Indirect discrimination: a practice, policy or rule which applies to everyone in the same way, but that has a worse effect on some people than others.
LGBTQ: an acronym for Lesbian, Gay, Bisexual, Trans and Questioning.
Lesbian: a woman who has an emotional romantic and /or sexual orientation towards women.
Monitoring equality: refers to data collection and analysis to check if people with protected characteristics are participating and being treated equally. For example: monitoring of the number of people with a disability who play tennis at our venue.
Non-binary – an umbrella term for a person who does not identify as only male or only female, or who may identify as both.
Positive action: a range of lawful actions that seek to overcome or minimise disadvantages (for example in employment opportunities) that people who share a protected characteristic have experienced, or to meet their different needs.
Pregnancy and maternity: pregnancy is the condition of being pregnant or expecting a baby. Maternity refers to the period after the birth, and is linked to maternity leave in the employment context. In the non-work context, protection against maternity discrimination is for 26 weeks after giving birth, and this includes treating a woman unfavourably because she is
Questioning: it refers to the process of exploring your own sexual orientation and/or gender identity.
Race: refers to the protected characteristic of race. It refers to a group of people defined by their race, colour, and nationality (including citizenship) ethnic or national origins.
Radicalisation, extremism and terrorist behavior: Radicalisation is the process by which a person comes to support terrorism and/or forms of extremism. Extremism is vocal or active opposition to fundamental British values, including democracy, the rule of law, individual liberty and mutual respect and tolerance of different faiths and beliefs. There is no single way to
identify an individual who is likely to be susceptible to extremist ideology. The internet and the
use of social media can be a major factor in the radicalisation of people.
Reasonable adjustment: What is considered reasonable will depend on all the circumstances of the case including the size of an organisation and its resources, what is practicable, the effectiveness of what is being proposed and the likely disruption that would be caused by taking the measure in question as well as the availability of financial assistance
Religion or belief: religion has the meaning usually given to it but belief includes religious and philosophical beliefs including lack of belief (e.g. atheism). Generally, a belief should affect your life choices or the way you live for it to be included in the definition.
Sex: refers to the biological makeup such as primary and secondary sexual characteristics, genes, and hormones. The legal sex is usually assigned at birth and has traditionally been understood as consisting of two mutually exclusive groups, namely men and women.
Sexual orientation: a person’s emotional, romantic and/or sexual attraction to another person.
Trans: an umbrella term to describe people whose gender is not the same as, or does not sit comfortably with, the sex they were assigned at birth. Trans people may describe themselves using one or more of a wide variety of terms, including (but not limited to) transgender, cross dresser, non-binary, genderqueer (GQ).
Transphobia: the fear, unreasonable anger, dislike, intolerance or/and hatred toward trans people, whether that person has undergone gender reassignment or is perceived to have done that.
Transsexual Person: someone who has started the process of changing their gender identity is undergoing or has undergone gender reassignment.
Unconscious bias or implicit bias: this refers to a bias that we are unaware of, and which happens outside of our control. It is a bias that happens automatically and is triggered by our brain making quick judgments and assessments of people and situations, influenced by our background, cultural environment and personal experiences.
Victimisation: when someone is treated badly because they have made or supported a complaint or grievance.
The Equality Act 2010 legally protects people from discrimination in the workplace and in wider society. It replaced previous anti-discrimination laws with a single Act, making the law easier to understand and strengthening protection in some situations. It sets out the different ways in which it’s unlawful to treat someone.
It is against the law to discriminate against anyone because of:
o being or becoming a transsexual person
o being married or in a civil partnership
o being pregnant or on maternity leave
o race including colour, nationality, ethnic or national origin
o religion, belief or lack of religion/belief
o sexual orientation
These are called ‘protected characteristics’.
People are protected from discrimination:
o at work
o in education
o as a consumer
o when using public services
o when buying or renting property
o as a member or guest of a private club or association
People are also protected from discrimination if:
o they are associated with someone who has a protected characteristic, e.g. a family member or friend
o they have complained about discrimination or supported someone else’s claim
Discrimination can come in one of the following forms:
o direct discrimination - treating someone with a protected characteristic less favourably than others.
o indirect discrimination - putting rules or arrangements in place that apply to everyone, but that put someone with a protected characteristic at an unfair disadvantage.
o harassment - unwanted behaviour linked to a protected characteristic that violates someone’s dignity or creates an offensive environment for them.
o victimisation - treating someone unfairly because they’ve complained about discrimination or harassment.
8th October 2018