Updated October 2020

Equality & Diversity Policy

Aims and Introduction

Play Sports Group is dedicated to encouraging a supportive, positive and inclusive culture amongst the whole workforce. It is in our best interests to embrace diversity so that we can best serve our clients,fans, audience, colleagues, job applicants, partners and suppliers as well as play our part in eliminating discrimination in the workplace.

Our aim is to ensure that all employees and job applicants are given equal opportunity and that our organisation is representative of all sections of society.

Each employee will be respected, valued and encouraged to give their best. All employees will be given help and encouragement to develop their potential and utilise their unique talents. Therefore, the skills and resources of our organisation will be fully utilised and we will maximise the efficiency of our whole workforce.

Fair Treatment

This policy reinforces our commitment to providing equality and fairness to all in our employment and not provide less favourable facilities or treatment on the grounds of age, disability, gender reassignment, marital or civil partnership status, pregnancy and maternity, race, ethnic origin, colour, nationality, national origin, religion or belief, or sex and sexual orientation (“Protected Characteristics”). We are opposed to unlawful and unfair discrimination.

All employees, no matter whether they are part-time, full-time, or temporary, will be treated fairly and with respect. This policy applies to all aspects of employment with us, including recruitment, pay and conditions, training, appraisals, promotion, conduct at work, disciplinary and grievance procedures and termination of employment. When the Company selects candidates for employment, promotion, training, or any other benefit, it will be on the basis of their aptitude and ability.

Commitments

To foster an environment in which individual differences and the contributions of all team members are recognised and valued.

  • To continue to develop a working environment that promotes dignity and respect for every employee.
  • To not tolerate any form of intimidation, bullying, or harassment, and to discipline those that breach this policy.
  • To make training, development, and progression opportunities available to all staff.
  • To promote equality in the workplace, which the Company believes is good management practice and makes sound business sense.
  • To encourage anyone who feels they have been subject to discrimination to raise their concerns so we can apply corrective measures.
  • To encourage employees to treat everyone with dignity and respect.
  • To regularly review all our employment practices and procedures so that fairness is maintained at all times.

Discrimination

You must not unlawfully discriminate against or harass other people including current and former employees, job applicants, clients, customers, suppliers and visitors. This applies both in and out of the workplace (i.e. when dealing with clients), and on work-related trips or events including social events.

The following forms of discrimination are prohibited under this policy and are unlawful:

  • Direct Discrimination: treating someone less favourably because of a Protected Characteristic i.e. rejecting a job applicant because of their religious views;
  • Indirect Discrimination: a provision, criterion or practice that applies to everyone but adversely affects people with a particular Protected Characteristic more than others and is not justified, i.e. requiring a job to be completed by a man rather than a woman would be discriminatory unless it can be justified.
  • Harassment: this includes sexual harassment and other unwanted conduct related to a Protected Characteristic, which has the purpose or effect of violating someone’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them.
  • Victimisation: retaliation against someone who has complained or has supported someone else’s complaint about discrimination or harassment.
  • Disability discrimination: this includes direct and indirect discrimination, any unjustified less favourable treatment because of the effects of a disability, and failure to make reasonable adjustments to alleviate disadvantages caused by a disability.

Recruitment and Selection

Recruitment, promotion and other selection exercises such as redundancy selection will be conducted on the basis of merit, against objective criteria that avoid discrimination.

In order to attract suitably qualified applicants, vacancies will generally be advertised to a wide and diverse selection of the labour market. Advertisements will avoid stereotyping or using wording that may discourage particular groups from applying. Job applicants will not be asked questions which might suggest an intention to discriminate on grounds of a Protected Characteristic. For example, applicants will not be asked how they might manage the responsibilities of a job if they have caring responsibilities or if they are planning to have children.

Job applicants will not be asked about health or disability before a job offer is made, except in the very limited circumstances allowed by the law, for example to check that the applicant could perform an intrinsic part of the job (taking into account any reasonable adjustments), or to see if any adjustments might be needed at interview level because of a disability. Where necessary, job offers can be made conditional on a satisfactory medical check. Health or disability questions may be included in equal opportunities monitoring forms, which must not be used for selection or decision-making purposes.

Disabilities

If you are disabled or become disabled, we encourage you to tell us about your condition so that we can consider what reasonable adjustments or support may be appropriate.

Part-time and Fixed-term work

Part time and fixed-term employees will be treated the same as comparable full-time or permanent employees and enjoy no less favourable terms and conditions (on a pro-rata basis where appropriate), unless different treatment is justified.

Breaches of this Policy

Play Sports Group does not tolerate discrimination, and if an employee is found to be behaving in a discriminatory way or making discriminatory remarks, this could result in disciplinary action, and may amount to gross misconduct, potentially resulting in dismissal.

Complaints

If you feel you have been unlawfully discriminated against, or the subject of bullying, harassment or victimisation, we encourage you to raise this as soon as possible. Please see ‘PSG Grievance Procedure’. Complaints will be treated in confidence and investigated as appropriate.

You will not be victimised or retaliated against for complaining about discrimination. However, making a false allegation deliberately and in bad faith will be treated as misconduct and dealt with under our Disciplinary Procedure.

Further Principles

The Company will inform all employees that an Equality and Diversity Policy is in operation and that they are obligated to comply with its requirements and promote fairness in the workplace.

Where relevant, this policy will be brought to the attention of funding agencies, stakeholders, customers, learners, and job applicants.

Play Sports Group’s equality and diversity policy is fully supported by senior management.

Our policy will be monitored and reviewed annually to ensure that equality and diversity is continually promoted in the workplace.