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Cambridge United FC – Equality Policy

Statement on Equality

 

This policy covers all of Cambridge United FC’s activities including the first team, the business and the academy. This policy has also been agreed in conjunction with Cambridge United Community Trust.

 

1.1 Cambridge United Football Club (CUFC) is committed to promote inclusion and to confront and eliminate discrimination in its activities, services and practice. It realises that discrimination exists in society (whether protected by law or not), and believes that this prevents potential and ability from being realised in young people and others.

 

1.2 CUFC will not tolerate discrimination on the basis of;

- Age

- Disability

- Gender reassignment

- Marriage and civil partnership

- Pregnancy and maternity

- Race

- Political or religious belief

- Sex

- Sexual orientation or identity

 

These are known as ‘protected characteristics’ under the Equality Act 2010.

Furthermore CUFC will not tolerate discrimination on the basis of;

- Ethnic or national origin

- HIV or AIDS status

- Trade union activity

- Socio-economic background

- Refugee or asylum seeker status

 

1.3 As a provider of a service to the community, CUFC accepts the responsibility to promote equality and challenge discrimination wherever it occurs. This document sets out the main consequences of this commitment and the action to be taken in order to achieve equality.

1.4 CUFC recognise that some users of its services may, because of their past or present distress or illness, say or do things which would otherwise be unacceptable and incompatible with CUFC’s Equality Policy. CUFC will do all it can to challenge such behaviour. In cases where intervention is possible a gentle approach will be adopted which aims to alter attitudes and behaviour while maintaining support for the distressed client.

1.5 CUFC reserves the right to work in partnership with any organisation which supports our aims and objectives. However, it will exclude those organisations that actively work against the development of an equal opportunities policy over time, despite encouragement from CUFC.

1.6 CUFC realises that a genuine commitment to equal opportunities must operate on all levels;

 CUFC will prevent unfavourable treatment, directly or indirectly, in its recruitment and deployment of human resources. Where discrimination does occur, it will be dealt with through the agreed procedures. This will be achieved by following the CUFC Equality Policy.

 CUFC will seek to prevent discrimination and ensure equal representation in the services it provides, the structures that it facilitates and the practice through which it carries out its work. This involves the development of greater diversity in the Board and the staff to ensure a genuinely wide representation.

 

Responsibility

2.1. The Board of CUFC has overall responsibility for the effective operation of this policy. However, all representatives of CUFC should abide and adhere to this Policy and to the requirements of the Equality Act 2010. In doing so, we are working towards being legally compliant in relation to equality legislation.

 

2.2. CUFC will bring to the attention of all staff and volunteers the existence of this policy, and will provide such training as is necessary to ensure that the policy is effective and that everyone is aware of it.

 

2.3. If any member of staff, volunteer or service user feels that they have been, or are being discriminated against in any way they are entitled to pursue the matter with the Board.

 

2.4. All instances or complaints of discriminatory behaviour will be treated seriously.

 

2.5. Complaints or allegations of an unfounded or malicious nature will also be treated as serious.

 

Disabled Access

3.1. CUFC will endeavour to ensure, as far as is practicable, that all the premises it uses have disabled access. When considering new premises, every effort will be made to ensure such premises are fully accessible.

 

Use of Language

4.1. Staff, volunteers and service users should avoid and challenge the use of language which, in anyway, belittles anyone.

 

4.2. Where the language used has a personal impact on others, and it has been made clear to the person concerned that their use of such language is unwelcome and/or offensive, disciplinary action may be taken if they persist with it.

 

4.3. All materials used or developed by CUFC will be judged in the light of the promotion of equal opportunities, and those considered to be discriminatory will not be used.

 

Sexual Harassment

5.1. No member of staff, volunteer or service user should be subject to sexual harassment.

 

5.2. This is interpreted as unwanted behaviour of a sexual nature including;

- verbal sexual abuse

- physical contact

- repeated remarks which an individual finds offensive

 

5.3. If it has been made clear to the person concerned that their behaviour is unwelcome and they persist with it, then the member of staff, volunteer or service user who is the focus of the behaviour will be entitled to make a formal complaint.

 

Monitoring and Review

6.1. The Policy will be reviewed by the Board to ensure that no member of staff, volunteer or service user is put to a disadvantage either directly or indirectly. This monitoring will also apply to the composition of the Board.

 

6.2. It is the responsibility of every individual to eliminate discrimination and to ensure the practical application of this Policy.

 

6.3. This policy will be reviewed every 12 months.