1 Statement of policy
The aim of this policy is to communicate the commitment of the Management Committee of Moyola Park FC to the promotion of equality of opportunity in the Club both in service provision and employment.
It is our policy to provide equality to all, irrespective of: • Gender, including gender reassignment • Marital or civil partnership status • having or not having dependants • Religious belief or political opinion • Race (including colour, nationality, ethnic or national origins, being an Irish Traveller) • Disability • Sexual orientation • Age.
We are opposed to all forms of unlawful and unfair discrimination. All members, volunteers, coaches, players and job applicants, will be treated fairly and will not be discriminated against on any of the above grounds.
Decisions about recruitment and selection, promotion, training or any other benefit will be made objectively and without unlawful discrimination.
We recognise that the provision of equal opportunities is not only good management practice; it also makes sound business sense. Our equal opportunities policy will help all those who work for us, either as volunteers or as paid employees, to develop their full potential and the talents and resources of the workforce will be utilised fully to maximise the efficiency of the Club.
2 To whom does the policy apply? (Scope) – The Equal Opportunities policy applies to all members, employees, players, coaches, volunteers, job applicants, refereeing officials.
3 Equality commitments – We are committed to: • Promoting equality of opportunity for all persons • Promoting a good and harmonious working environment in which all persons are treated with respect • Preventing occurrences of unlawful direct discrimination, indirect discrimination, harassment and victimisation • Fulfilling all our legal obligations under the equality legislation and associated codes of practice
• Complying with our own equal opportunities policy and associated policies • Taking lawful affirmative or positive action, where appropriate • regarding all breaches of equal opportunities policy as misconduct which could lead to disciplinary proceedings.
This policy is fully supported by the Management Committee.
4 Implementation – The Club Chairperson has specific responsibility for the effective implementation of this policy. We expect all our employees to abide by the policy and help create the equality environment which is its objective.
In order to implement this policy we shall: • Communicate the policy to members, employees, volunteers, coaches, players and job applicants. • Incorporate specific and appropriate duties in respect of implementing the equal opportunities policy into job descriptions and work objectives of all staff. • Provide all members, employees, coaches, players and volunteers with a copy of the Equal Opportunities Policy • Ensure that those who are involved in assessing candidates for recruitment will be reminder of the requirement under the Equal Opportunities Policy for non-discriminatory selection techniques • Incorporate equal opportunities notices into general communications practices (eg, club website) • Ensure that adequate resources are made available to fulfil the objectives of the policy.
5 Monitoring and review – The effectiveness of our equal opportunities policy will be reviewed regularly by the Management Committee and action taken as necessary.
6 Complaints – Members, employees, volunteers and job applicants who believe that they have suffered any form of discrimination, harassment or victimisation are entitled to raise the matter through the Management Committee. All complaints of discrimination will be dealt with seriously, promptly and confidentially.
Every effort will be made to ensure that employees who make complaints will not be victimised. Any complaint of victimisation will be dealt with seriously, promptly and confidentially. Victimisation will result in relevant disciplinary action.
Signature: Raymond Loughrey Role: CRLO Date: 16.1.16
Signature: Karl Nichol Role: Safety Officer Date: 16.1.16