This policy is fully supported by the Board of Directors of Manchester FA, The Director of Strategy and Planning is responsible for the implementation of this policy and will champion this policy at Board level, in addition to this the Board will be made aware of Equality matters as an agenda point at all Board Meetings.
Manchester FA, in all its activities, will not discriminate, or in any way treat anyone less favourably, on grounds of gender, sexual orientation, marital status, race, nationality, ethnic origin, colour, religion or belief, ability or disability. Manchester FA will ensure that it treats people fairly and with respect and that it will provide access and opportunities for all members of the community to take part in, and enjoy, its activities.
Manchester FA will not tolerate harassment, bullying, abuse or victimisation of an individual, which for the purposes of this policy and the actions and sanction applicable is regarded as discrimination. This includes sexual or racially based harassment or other discriminatory behaviour, whether physical or verbal. Manchester FA will work to ensure that such behaviour is met with appropriate action in whatever context it occurs.
Manchester FA is committed to a policy of equal treatment of all members and requires all members to abide and adhere to these policies and the requirements of the relevant equalities legislation - Race Relations Act 1976, Sex Discrimination Act 1975 and Disability Discrimination Act 1995 as well as any amendments to these acts.
Training
Manchester FA recognises the importance of developing staff to meet the needs of a diverse range of customers and to contribute fully to The FA National Game Strategy. Manchester FA is committed to the development of a programme of ongoing training and awareness raising events and activities in order to promote the eradication of discrimination within football.
Relations with Outside Organisations and Contractors
Manchester FA promotes it Equality Statement in it’s dealings with Key Partners, Stakeholders and other organisations. In this way Manchester FA can demonstrate that the greatest impact on eradicating discrimination and the creation of real Equality of opportunity for all will be made through the determination and actions of Manchester FA.
Monitoring and Evaluation
This policy will continue to be monitored and evaluated to ensure that it is kept relevant and up to date. Key information on importance aspects of employment and service delivery will continue to be collated and analysed to obtain a detailed understanding of how policies and practices are working towards creating equality of opportunity. Particular attention will be given to the level to which a service provides for all customer groups. In order to establish this, Manchester FA will continue to monitor; use of services, participation, staffing, and community engagement. Action will be taken to deal with any disparities that are identified.
Complaints
Manchester FA commits itself to the immediate investigation of any claims, when it is brought to their attention, of discrimination on the above grounds and where such is found to be the case, a requirement that the practice stop and sanctions imposed as appropriate. Pleas refer to Manchester FA Complaints Policy.
DEFINITION OF EQUALITY TERMINOLOGY
Direct Discrimination
When a person or group is treated less favourably directly because of a personal characteristic, such as race, gender, disability, religion, age or sexual orientation. Direct discrimination is unlawful.
Indirect Discrimination
Where a criterion, policy, procedure, practice or condition that applies equally to everyone has the effect of disadvantaging people from a particular group and cannot be justified. Indirect discrimination is unlawful.
Institutional Discrimination
Is where, for example, an organisations processes, procedures, attitudes, behaviours or organisational structures, through unwitting prejudice, ignorance, thoughtlessness and stereotyping, amount to less favourable treatment. Institutional discrimination is unlawful.
Harassment
Is unwanted conduct that violates a person’s dignity or created an intimidating, hostile, degrading, humiliating or offensive environment having regard to all the circumstances and the perception of the victim; harassment can include behaviour that is offensive, frightening, or in any way distressing. It may be intentional bullying which is obvious or violent, but it can also be unintentional or subtle or insidious. It may involve behaviour that may not be intended to be malicious but nevertheless is upsetting. It may be about the individual’s personal identity or it may be about the identity of those with whom the individual associates. It may not be targeted at an individual(s) but consist of a general culture. Harassment is unlawful.
Victimisation
Is when an individual is treated detrimentally because they have made a complain or intend to make a complaint about discrimination or harassment or have given evidence or intend to give evidence relating to a complaint about discrimination or harassment. Victimisation is unlawful. If victimisation happens or if organisations fail to take reasonable steps to prevent it from happening, they may be liable and may be ordered to pay compensation.
BOARD TERM OF REFERENCE FOR EQUALITY
Personnel responsible for implementation of policies
The Board of Director’s for Manchester Football Association has overall responsibility for the effective operation of the organisation’s Equality Policy, and for ensuring compliance with the relevant statutory framework prohibiting Discrimination.
The Board of Director’s has delegated day-to-day responsibility for the operating the policy and ensuring its maintenance and review to the Chief Executive.
Those working at a management level have a specific responsibility to set an appropriate standard of behaviour, to lead by example and to ensure that those they manage adhere to the policy and promote the aims and objectives of the organisation, Manchester Football Association, with regards to Equal Opportunities.