Stoke City Football Club endorses the principle of Equality and will strive to ensure that everyone who wishes to be involved in the Club will be treated fairly and with respect, without regard to their age, disability, gender reassignment, marital or civil partnership status, pregnancy or maternity, race, religion and belief, sex or sexual orientation.
The Club is committed to providing access and opportunities for all members of the community to take part in without threat of intimidation, victimisation, harassment, bullying and abuse. Any person associated with the Club can be assured of an environment in which their rights, dignity and individual worth are respected and in particular that they are able to enjoy their engagement at the Club.
The purpose of this policy is to ensure that:
• The Club is committed to avoiding and eliminating unfair discrimination of any kind and will under no circumstances condone unlawful discriminatory practices.
• No one receives less favourable treatment on discriminatory grounds as set out above with regards to the nine protected characteristics within the Equality Act 2010.
• No one is victimised, harassed or put under pressure for taking action against discrimination on discriminatory grounds.
• The Club is free of unwanted conduct which could reasonably be considered to violate the dignity of workers or create an intimidating, hostile, degrading, offensive or humiliating environment.
• Opportunities for employment, training and promotion are equally open to all.
• Selection for employment, promotion, transfer, training and access to benefits, facilities and services are fair and equitable and based solely on merit.
The following steps will be taken to publicise this policy and promote Equality at Stoke City Football Club:
• The Club’s Equality Working Group, Equalities Officer and Human Resource Department will be responsible for updating and reviewing this policy in accordance with relevant Equality legislation.
• The Club’s Chief Executive will take overall accountability for ensuring that the policy is agreed and implemented following any updates or amendments.
• The Club will implement regular audits, surveys or other initiatives designed to assess the level of participation of different sections of the community in the Club and will take account of the findings in developing measures to promote and enhance Equality in the Club.
• The policy will be communicated to all employees, published on the Club’s website and placed in the Club’s Employee Handbook.
• Managers in key decision making areas will be trained on the discriminatory effects of provisions, practices, requirements and conditions and the importance of being able to justify specific decisions.
• All Club applications for employment, promotion, transfer and training will be welcomed irrespective of age, disability, gender reassignment, marital or civil partnership status, pregnancy or maternity, race, religion and belief, sex or sexual orientation.
• Opportunities for training, development and progress will be available to all staff, who will be helped and encouraged to develop their full potential, to enable their talents and resources to be fully utilised to maximise the efficiency of the Club.
• Information related to employees and applicants for employment, promotion and training will be collected and may be analysed to monitor each stage of the recruitment process. The information will be held in the strictest of confidence and will only be used to promote Equality of opportunity and prevent unlawful discrimination.
Complaints and Compliance
Complaints in relation to discrimination or harassment in the course of employment at the Club will be taken seriously and may result in disciplinary action, including dismissal.
Where the violation of the Equality and Diversity Policy by way of harassment, victimisation or discrimination amount to a criminal offence, the appropriate authority will be informed.
In the event that an individual or organisation associated with Stoke City Football Club is subject to allegations of unlawful discrimination in a court or tribunal, the Club will fully cooperate with any investigation carried out by the relevant lawful authorities and subject to the outcome, may consider taking action in relation to the matter concerned.
All employees are responsible for familiarising themselves with this policy and must ensure that they comply with the policy in conjunction with the Equality Act 2010.