Wandsworth Swimming Club Equality Policy
Below is the Equality Policy from ASA which, as a Club, we have adopted as our policy and which forms part of our SwimMark accreditation.
1 ASA (Swim England) Equality Policy
1. Policy Objectives
1.1. The ASA and its subsidiaries are fully committed to the principles and practice of equality
of opportunity in all its functions: as an employer, membership organisation, awarding
body, in its training and development of teachers and coaches; involvement with officials
and administrators; as an advisor to swimming pool designers and operators and as a
facilitator of the aquatic disciplines by all its members. It is responsible for ensuring that
no job applicant, employee, volunteer, member, service user or person within its
jurisdiction (together "Stakeholders") are unlawfully discriminated against because of age,
disability, gender reassignment, marriage and civil partnership, pregnancy and maternity,
race, religion or belief, sex and sexual orientation (together the "Protected
Characteristics under the Equality Act 2010") or any other irrelevant
1.2. The ASA considers the aquatic disciplines to provide “sport for all”. They can and should be
made accessible to everyone, to the greatest extent possible.
1.3. Within the organisation, The ASA aims to build a culture that values meritocracy, openness,
fairness, respect and transparency. This is in keeping with the corporate values of respect
and belief, commitment and support, innovation and drive, openness and trust.
1.4. To that end, all employees, volunteers, clients, members, suppliers and contractors whether
permanent or temporary are responsible for the promotion and advancement of this
Equality Policy. The ASA will also encourage partner organisations to adopt and
demonstrate their commitment to the principles and practice of equality as set out in this
2. Purpose of the Policy
2.1. The ASA recognises that individuals (and/or certain groups in our society who share one or
more Protected Characteristics) may not have been able to participate equally and fully in
sports related activities in the past. This Policy has been produced to try to prevent
and address any unlawful discrimination or other unfair treatment, whether
intentional or unintentional, direct or indirect, against Stakeholders that may preclude
them from participating fully in swimming’s related activities.
2.2. The ASA recognises the diversity of provision that is required in order to ensure that all
people regardless of their Protected Characteristics or social or economic background can
access swimming and develop at a level that is appropriate to them.
2.3. The ASA recognises the need to provide different and diverse opportunities as a means of
creating entitlement and access.
2.4. In addition The ASA recognises that we live in a diverse society and will endeavour to
ensure that all Stakeholders are given the same opportunities regardless of their protected
characteristics and or socio-economic backgrounds.
2.5. Internally, The ASA is fully committed to the elimination of unlawful and unfair discrimination
and values the differences that a diverse workforce brings to the organisation. This Policy
has been produced to try to prevent and address any unlawful discrimination or other unfair
treatment, whether intentional or unintentional, direct or indirect, against the workforce.
The ASA shall also promote dignity in the workplace through its Commitment to Dignity in
the Workplace statement, which forms a related but separate policy of The ASA. Other
related but separate HR policies shall also be implemented and/or maintained to further the
objectives of Equality and Diversity generally.
3. Legal Requirements
3.1. The ASA is required by law not to unlawfully discriminate against its Stakeholders and
recognises its legal obligations under, and will abide by the requirements of, the Equality
Act 2010, and any equivalent legislation (as amended) in any UK jurisdiction, Jersey,
Guernsey or the Isle of Man and any later amendments to such legislation or subsequent
equality related legislation that may be relevant to The ASA.
3.2. The ASA will seek advice each time this Policy is reviewed to ensure it continues to reflect
the current legal framework and good practice.
3.3. The ASA recognises the following as being unacceptable:
“Discrimination, harassment, bullying and victimisation”
3.4. Unlawful discrimination which can take the following forms:
3.4.1 Direct Discrimination: treating someone less favourably than you would treat
others because of a Protected Characteristic.
3.4.2 Indirect Discrimination: applying a provision, criterion or practice which, on
the face of it, applies equally to all but which, in practice can
disadvantage individuals with a particular Protected Characteristic. Such
requirements or conditions are lawful only if they can be objectively justified.
3.4.3 Harassment: engaging in unwanted conduct relating to a relevant Protected
Characteristic or unwanted conduct of a sexual nature where the conduct has the
purpose or effect of violating the recipient's dignity or creating an intimidating,
hostile, degrading, humiliating or offensive environment for the recipient, or any
other individual affected by such conduct. The ASA is committed to ensuring that
its Stakeholders are able to conduct their activities free from harassment.
3.4.4 Bullying: the misuse of power or position to criticise persistently or to
humiliate and undermine an individual's confidence.
3.4.5 Victimisation: subjecting someone to a detriment because he or she has in
good faith taken action under the Equality Act 2010 (or equivalent legislation) by
bringing proceedings, giving evidence or information in relation to proceedings,
making an allegation that a person has contravened the Equality Act 2010 (or
equivalent legislation) or doing any other thing for the purpose of or in connection
with the Equality Act 2010 (or any equivalent legislation).
3.5. The ASA regards discrimination, harassment, bullying or victimisation, as described above,
as serious misconduct. All complaints will be taken seriously and appropriate measures
including disciplinary action may be brought against any Stakeholder who unlawfully
discriminates against, harasses, bullies or victimises any other person.
3.6. When any decision is made about an individual, the only personal characteristics that may
be taken into account are those that are consistent with any relevant legislation and are
relevant to the substance of the decision being made.
3.7. The ASA recognises that it has a duty to make reasonable adjustments for disabled
3.8. 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, when acting as a service provider,
The ASA has an obligation to think ahead and address any barriers that may impede
disabled people from accessing its service.
3.9. The ASA will consider all requests for adjustments and where possible will accommodate
reasonable requests and will work with disabled Stakeholders to implement any
adjustments that will enable them to participate more fully.
3.10. The ASA considers that the aquatic disciplines are gender affected sports under the
Equality Act 2010 and refers any transgender athletes to its policy relating to participation
by transgender persons.
4. Responsibility, implementation and communication
4.1. The following responsibilities will apply:
4.1.1. The Board of The ASA is responsible for ensuring that this Equality Policy is
implemented, followed, and reviewed when appropriate. The ASA Board is also
responsible for ensuring that this Equality Policy is enforced and any breaches are
dealt with appropriately. The Chief Executive has the overall responsibility for the
implementation of this Equality Policy.
4.1.2. A The ASA Board member will be appointed by Board in consultation with the
Chief Executive as the "Equality Champion" and will ensure that equality is
included as an agenda item at Board meetings when appropriate and that the
Board takes equality issues into consideration when making decisions.
4.1.3. A member of staff will be designated by the Chief Executive, in
conjunction with the Equality Champion, as an officer with responsibility for
equality and who shall be known for the purposes of this Policy as “Equality
Officer”. The Equality Officer shall work in conjunction with the Equality Champion,
and will have the overall day- to-day responsibility for the implementation of this
Equality Policy and for achieving any equality related actions resulting from it. An
internal cross-departmental equality and diversity group will be created to
provide additional support, which shall be chaired by the Equality Officer.
4.1.4. Objectives relating to fair and inclusive practices will be included in all employees'
performance indicators and will form an integral part of performance reviews
throughout the year. Individual work programmes for The ASA staff will be
amended to include equality-related tasks where appropriate.
4.2. This Equality Policy will be implemented as follows:
4.2.1. The ASA will establish an Equality Action Plan which shall include a review of its
policies and practices on an ongoing basis, to ensure continuing compliance with
relevant legislation, demographics and internal business requirements and where
possible good practice;
4.2.2. The ASA will develop and cascade a diversity vision statement;
4.2.3. The ASA will develop and cascade a Commitment to Dignity in the Workplace
The ASA will develop and cascade other applicable policies, procedures and
statements required to further this Equality Policy and the objectives of equality and
diversity generally; The ASA will also maintain, develop and cascade as
appropriate current related policies (including by way of example those listed in the
annex to this Policy).
4.2.4. All job packs sent out by The ASA will contain a policy statement similar to
"The ASA is committed to providing equal opportunities for all and is committed to
following best practice in the welfare of young people and vulnerable adults. For
further information please consult www.swimming.org"
4.2.5. No applicant for any post (including job applicants, consultant advisers and
suppliers) will be placed at a disadvantage by requirements or conditions which
are not necessary to the performance of the job or which constitute unlawful
4.2.6. Terms and Conditions of service will be regularly reviewed from an equality and
4.2.7 Consultants and advisers (and where appropriate suppliers) to The ASA will be
required to abide by this Equality Policy and it will be referred to in any service
level agreements or contracts issued by The ASA;
4.2.8 The ASA Volunteer Policy shall include reference to the Equality Policy and a copy
of this Equality Policy shall be provided volunteers;
4.2.9 The ASA will join appropriate organisations in order to network, promote and
exchange best practice
The ASA will produce a Best Practice equality policy for all affiliated clubs to adopt,
and will remind clubs of their ongoing obligations under the law and under its
affiliation to The ASA.
4.3 This Equality Policy will be communicated in the following ways:
4.3.1. Policy will be included in any employee handbook (or equivalent paper or
electronic document). Reference will be made to this Equality Policy in any code
of conduct. This Equality Policy is for guidance only and will not form part of any
contract of employment with any employees of The ASA;
4.3.2. The Policy will be highlighted in all staff and volunteer inductions;
4.3.3. A copy of this Equality Policy will be publicly available on the ASA website and
copies in other formats will also be available from the ASA Head Office.
4.3.4. A copy of this Policy will be contained in the ASA Handbook, where possible;
4.3.5. The ASA will promote and deliver continuing Equality and Respect professional
development for all employees to support equal opportunities within the
4.3.6. The ASA will produce, maintain and monitor an Equality Action Plan to ensure the
objectives of this Equality Policy are consistently delivered throughout all areas of
the organisation; and
4.3.7. The ASA recognises that, in some cases, to further the principle of equality, an
unequal distribution of resources may be required. If appropriate and
proportionate, and to the extent that is lawful, The ASA will consider positive
action or may introduce special measures to assist any group with a Protected
Characteristic which is currently underrepresented within any group of
4.3.8. The ASA will reference and include a copy of this Policy as part of its contractual
agreements with consultants and other service-providers.
5. Monitoring and Evaluation
5.1 This Equality Policy will remain in force until it is amended, replaced or withdrawn. A review
of this Equality Policy will take place as and when required, but not less than once every
5.2 The Equality Action Plan, created to ensure the objectives of this Equality Policy are
delivered, will be reviewed by the Equality Champion regularly. Progress relating to the
Policy will be recorded annually and a full report will be presented to the Board to debate
progress and review the policy status. This shall include statistical and, if appropriate
qualitative, information will be collected. Once approved by the Board, a report will be
published internally and externally (with due regard to the sensitivity of the information), to
show the impact of this Equality Policy and progress towards achieving the Equality Action
6 Complaints Procedures
6.1 To safeguard individual rights under this Equality Policy, any Stakeholder who believes
they have suffered inequitable treatment within the scope of this Equality Policy may raise
the matter through the appropriate procedure. In the event that it is a complaint regarding
this Policy or another policy of The ASA, the complaint shall be directed to the Board
unless otherwise prescribed in that policy.
6.2 Where assistance is needed in identifying the appropriate procedure, the Equality Officer
may assist in the first instance (without comment on the merits of the complaint).
6.3 Appropriate action may be taken against any The ASA Stakeholder who is found to
have violated this Equality Policy.
Approved by ASA Board 7th May 2011
Policies for Staff
• Bullying and Harassment Policy
• Disciplinary Procedures
• Grievance Procedures
• Recruitment and Selection Procedures
• Equal Opportunities Employment Policy
• Retirement Policy
• Adoption Policy
• Maternity Policy
• Paternal Leave Policy
• Paternity Policy
• Time Off for Dependents Policy
• Commitment to Equality in the Workplace Statement
• Appraisal/Work Programmes Policy
Policies for Volunteers
• Volunteers Policy
• Volunteer Positions Nomination Policy
• Eligibility for Election to Committees
Policies for Members
• Participation by Transgender Athletes
• Equal Opportunity in Swimming
The ASA (Swim England’s) Commitment to
Dignity in the Workplace
1. Introduction to the Commitment
1.1 The ASA is committed to creating a work-environment free of harassment and bullying,
where everyone is treated with dignity and respect.
1.2 Harassment in the workplace is unacceptable and may result in application of The
ASA’s disciplinary procedures. Furthermore, some harassment may constitute unlawful
discrimination and/or be a criminal offence and therefore result in external action being
taken against an individual.
1.3 The ASA has implemented an Equality Policy and this Commitment supplements that
policy, albeit it also represents a stand-alone policy too.
2. What is Bullying and Harassment?
2.1 Bullying is offensive, intimidating, malicious or insulting behaviour, and/or an abuse or
misuse of power that is meant to undermine, humiliate or injure the person on the
receiving end. Examples of bullying would include picking on someone or setting him/her
up to fail or making threats or comments about someone's job security without good
2.2 Harassment is unwanted conduct related to relevant protected characteristics, which are
sex, gender reassignment, race (which includes colour, nationality and ethnic or national
origins), disability, sexual orientation, religion or belief and age, that:
• has the purpose of violating a person's dignity or creating an intimidating, hostile,
degrading, humiliating or offensive environment for that person; or
• is reasonably considered by that person to have the effect of violating his/her dignity or
of creating an intimidating, hostile, degrading, humiliating or offensive environment for
him/her, even if this effect was not intended by the person responsible for the conduct.
2.3 Examples of harassment would include: physical conduct ranging from unwelcome
touching to serious assault; unwelcome sexual advances; demeaning comments about a
person's appearance; unwelcome jokes or comments of a sexual or racial nature or about
an individual's age; excluding an individual because he/she is associated or connected
with someone with a protected characteristic, e.g. his/her child is gay, spouse is black
or parent is disabled; repeated name calling related to an individual’s religion or
belief, ignoring an individual because he/she is perceived to have a protected
characteristic (whether or not he/she does, in fact, have that protected characteristic), e.g.
an employee is thought to be Jewish, or is perceived to be a transsexual; the use of
obscene gestures; and the open display of pictures or objects with sexual or racial
overtones, even if not directed at any particular person, e.g. magazines, calendars or pinups.
2.4 Conduct may be harassment whether or not the person behaving in that way
intends to offend. Something intended as a "joke" may offend another person.
Everyone has the right to decide what behaviour is acceptable to him/her and to
have his/her feelings respected by others. Behaviour that any reasonable person would
realise would be likely to offend will be harassment without the recipient having to make
it clear in advance that behaviour of that type is not acceptable to him/her, e.g. sexual
touching. It may not be so clear in advance that some other forms of behaviour would
be unwelcome to, or could offend, a particular person, e.g. certain "banter", flirting or
asking someone for a private drink after work. In these cases, first-time conduct that
unintentionally causes offence will not be harassment but it will become harassment if
the conduct continues after the recipient has made it clear, by words or conduct, that
such behaviour is unacceptable to him/her.
2.5 A single incident can be harassment if it is sufficiently serious.
2.6 If you think you are being bullied or harassed, you may be able to sort out matters
informally. The person may not know that his or her behaviour is unwelcome or upsetting.
You may feel able to approach the person yourself, or with the help of someone else at
The ASA. You should tell the person what behaviour you find offensive and unwelcome,
and say that you would like it to stop immediately.
2.7 If an informal approach does not resolve matters, or you think the situation is too serious
to be dealt with informally, you can make a formal complaint by using The ASA’s
bullying and harassment procedure.
2.8 The ASA will treat complaints of bullying and harassment sensitively and maintain
confidentiality to the maximum extent possible.
2.9 You have a right not to be victimised for making a complaint in good faith, even if the
complaint is not upheld. However, making a complaint that you know to be untrue may
lead to disciplinary action being taken against you.
3.1 Every member of the The ASA workforce is required to assist The ASA to meet its
commitment under the Equality Policy which includes providing equal opportunities in
employment and avoid unlawful discrimination.
3.2 Individuals can be held personally liable as well as, or instead of, The ASA, for any act
of unlawful discrimination. Persons who commit serious acts of harassment may also be
guilty of a criminal offence.
3.3 Acts of discrimination, harassment, bullying or victimisation against employees or
other Stakeholders are disciplinary offences and will be dealt with under The ASA’s
disciplinary procedure. Conduct of this type will often be gross misconduct which may lead
to dismissal without notice.
Approved by ASA Board 7th May 2011