Equal Opportunities Policy
Bradford City AFC is committed to providing equal opportunities in employment and to avoiding unlawful discrimination in employment and against customers. This policy is intended to assist the organization to put this commitment into practice. Compliance with this policy should also ensure that employees do not commit unlawful acts of discrimination.
Document Details
- Document Ref: Equal Opportunities Policy
- Version: 4
- Date of version: March 2021
- Author: Paula Watson
- Approved by: Ryan Sparks – Chief Executive Officer
- Confidentiality level: Internal, Public
Amendment History
| Date | Version | Author | Details of Amendment |
| Unknown | 1 | unknown | Initial Release |
| July 2019 | 2 | Paula Watson | Annual review |
| July 2020 | 3 | Lee-Ann Brewer | Annual review |
| March 2021 | 4 | Paula Watson | New CEO |
The Law
It is unlawful to discriminate directly or indirectly in recruitment or employment because of age, disability, sex, gender reassignment, pregnancy, maternity, race (which includes colour, nationality and ethnic or national origins), sexual orientation, religion or belief, or because someone is married or in a civil partnership. These are known as “protected characteristics”.
Discrimination after employment may also be unlawful, e.g. refusing to give a reference for a reason related to one of the protected characteristics.
Staff should not discriminate against or harass a member of the public in the provision of services or goods. It is unlawful to fail to make reasonable adjustments to overcome barriers to using services caused by disability. The duty to make reasonable adjustments includes the removal, adaptation or alteration of physical features, if the physical features make it impossible or unreasonably difficult for disabled people to make use of services. In addition, service providers have an obligation to think ahead and address any barriers that may impede disabled people from accessing a service.
Types of Unlawful Discrimination
- Direct discrimination: where a person is treated less favorably than another because of a protected characteristic.
- Indirect discrimination: where a provision, criterion, or practice is applied that is discriminatory in relation to individuals who have a relevant protected characteristic.
- Harassment: where there is unwanted conduct related to one of the protected characteristics that has the purpose or effect of violating a person’s dignity or creating an intimidating, hostile, degrading, humiliating, or offensive environment.
- Associative discrimination: where an individual is directly discriminated against or harassed for association with another individual who has a protected characteristic.
- Perceptive discrimination: where an individual is directly discriminated against or harassed based on a perception that he/she has a particular protected characteristic when he/she does not.
- Victimisation: occurs where an employee is subjected to a detriment because he/she made or supported a complaint or raised a grievance under the Equality Act 2010.
- Failure to make reasonable adjustments: where a physical feature or a provision, criterion, or practice puts a disabled person at a substantial disadvantage compared with someone who does not have that protected characteristic.
Equal Opportunities in Employment
Bradford City AFC will avoid unlawful discrimination in all aspects of employment including recruitment, promotion, opportunities for training, pay and benefits, discipline, and selection for redundancy.
Person and job specifications will be limited to those requirements that are necessary for the effective performance of the job. Candidates for employment or promotion will be assessed objectively against the requirements for the job, taking account of any reasonable adjustments that may be required for candidates with a disability. Disability and personal or home commitments will not form the basis of employment decisions except where necessary.
The organization will consider any possible indirectly discriminatory effect of its standard working practices and will make reasonable adjustments to overcome barriers caused by disability.
The organization will monitor the ethnic, gender, and age composition of the existing workforce and of applicants for jobs (including promotion), and the number of people with disabilities within these groups, and will take appropriate action to address any problems that may be identified as a result of the monitoring process.
Customers, Suppliers, and Other People not Employed by the Organization
Bradford City AFC will not discriminate unlawfully against customers using or seeking to use goods, facilities, or services provided by the organization.
Employees should report any bullying or harassment by customers, suppliers, visitors, or others to their manager who will take appropriate action.
Training
The equal opportunity policy will be discussed at new employee inductions and annually with annual refresher training. All full-time employees and senior stewards will be expected to complete the Playing For Inclusion module either online or face to face every three years. Matchday staff will receive equality training as part of their annual training.
Your Responsibilities
Every employee is required to assist Bradford City AFC to meet its commitment to provide equal opportunities in employment and avoid unlawful discrimination.
Employees can be held personally liable for any act of unlawful discrimination. Acts of discrimination, harassment, bullying, or victimization are disciplinary offenses and will be dealt with under the organization’s disciplinary procedure.
Grievances
If you consider that you may have been unlawfully discriminated against, you may use the organization’s grievance procedure to make a complaint. Bradford City AFC will take any complaint seriously and will seek to resolve any grievance that it upholds.
Use of the organization’s grievance procedure does not affect your right to make a complaint to an employment tribunal.
Monitoring and Review
This policy will be
SDGs, Targets, and Indicators
| SDGs | Targets | Indicators |
|---|---|---|
| SDG 5: Gender Equality | 5.1 End all forms of discrimination against all women and girls everywhere | Indicator 5.1.1: Whether or not legal frameworks are in place to promote, enforce and monitor equality and non-discrimination on the basis of sex |
| SDG 8: Decent Work and Economic Growth | 8.5 By 2030, achieve full and productive employment and decent work for all women and men, including for young people and persons with disabilities, and equal pay for work of equal value | Indicator 8.5.1: Average hourly earnings of female and male employees, by occupation, age group and persons with disabilities |
| SDG 10: Reduced Inequalities | 10.2 By 2030, empower and promote the social, economic and political inclusion of all, irrespective of age, sex, disability, race, ethnicity, origin, religion or economic or other status | Indicator 10.2.1: Proportion of people living below 50 percent of median income, by age, sex, disability and population group |
| SDG 16: Peace, Justice and Strong Institutions | 16.7 Ensure responsive, inclusive, participatory and representative decision-making at all levels | Indicator 16.7.1: Proportions of positions (by sex, age, persons with disabilities and population groups) in public institutions (national and local legislatures, public service and judiciary) compared to national distributions |
1. Which SDGs are addressed or connected to the issues highlighted in the article?
The SDGs addressed or connected to the issues highlighted in the article are SDG 5: Gender Equality, SDG 8: Decent Work and Economic Growth, SDG 10: Reduced Inequalities, and SDG 16: Peace, Justice and Strong Institutions.
2. What specific targets under those SDGs can be identified based on the article’s content?
- Target 5.1: End all forms of discrimination against all women and girls everywhere
- Target 8.5: Achieve full and productive employment and decent work for all women and men, including for young people and persons with disabilities, and equal pay for work of equal value
- Target 10.2: Empower and promote the social, economic and political inclusion of all, irrespective of age, sex, disability, race, ethnicity, origin, religion or economic or other status
- Target 16.7: Ensure responsive, inclusive, participatory and representative decision-making at all levels
3. Are there any indicators mentioned or implied in the article that can be used to measure progress towards the identified targets?
- Indicator 5.1.1: Whether or not legal frameworks are in place to promote, enforce and monitor equality and non-discrimination on the basis of sex
- Indicator 8.5.1: Average hourly earnings of female and male employees, by occupation, age group and persons with disabilities
- Indicator 10.2.1: Proportion of people living below 50 percent of median income, by age, sex, disability and population group
- Indicator 16.7.1: Proportions of positions (by sex, age, persons with disabilities and population groups) in public institutions (national and local legislatures, public service and judiciary) compared to national distributions
4. Table: SDGs, Targets, and Indicators
| SDGs | Targets | Indicators |
|---|---|---|
| SDG 5: Gender Equality | 5.1 End all forms of discrimination against all women and girls everywhere | Indicator 5.1.1: Whether or not legal frameworks are in place to promote, enforce and monitor equality and non-discrimination on the basis of sex |
| SDG 8: Decent Work and Economic Growth | 8.5 By 2030, achieve full and productive employment and decent work for all women and men, including for young people and persons with disabilities, and equal pay for work of equal value | Indicator 8.5.1: Average hourly earnings of female and male employees, by occupation, age group and persons with disabilities |
| SDG 10: Reduced Inequalities | 10.2 By 2030, empower and promote the social, economic and political inclusion of all, irrespective of age, sex, disability, race, ethnicity, origin, religion or economic or other status | Indicator 10.2.1: Proportion of people living below 50 percent of median income, by age, sex, disability and population group |
| SDG 16: Peace, Justice and Strong Institutions | 16.7 Ensure responsive, inclusive, participatory and representative decision-making at all levels | Indicator 16.7.1: Proportions of positions (by sex, age, persons with disabilities and population groups) in public institutions (national and local legislatures, public service and judiciary) compared to national distributions |
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Source: bradfordcityafc.com
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