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0.1

Initial draft

Liz Foster

April 2025

The aim of this policy is to ensure that everyone is treated fairly and with respect and that members, visitors and visiting teams are not denied access to Olicana Bridge Club because of a discriminatory reason.

This policy is fully supported by The Olicana Bridge Club committee which is responsible for the

implementation and review of this policy.

The Olicana BridgeClub will therefore adhereto the following:

1. be responsible for setting standards and values to apply throughout the place to play at every level, as bridge should be enjoyed by everyone who wants to play the game
2.  be committed to eliminate discrimination by reason of age, gender, gender reassignment, sexual orientation, race, nationality, ethnic origin, religion or belief, ability or disability and to encourage equal opportunities

1. ensure that it treats its employees (if any), members,non-members and visiting pairs or teams fairly and with respect and will ensure that all members of the community have access to and have opportunities to take part in, and enjoy, its programmes of activities, competitions and events
2.  not tolerate harassment, bullying, abuse or victimisation of an individual (which the place to play/facility regards as forms of discrimination), including sexual or raciallybased harassment or

other discriminatory behaviour, whether physical or verbal and work to ensure that such behaviour is met with appropriate action in whatever context it occurs

1.  be committed to the immediate investigation of any complaints of discrimination on the above grounds, once they are brought to its attention. Complaints will bedealt with in accordance with its complaints policy and, where such a complaint is upheld, the committee may impose such sanction as it considers appropriate and proportionate to discriminatory behaviour

1. be committed to taking positiveaction where inequalities exist and the development of a programme of on-going training and awareness in order to promote the eradication of discrimination and to promote equality and diversity in bridge. ‘

1. be committed to a policy of fair and equitable treatmentof all members and employees (if any) and requires all members and employees (if any) to abide by and adhere to these policies and the requirements of the Equality Act 2010 as well as any amendments to this act and any new legislation.

In the event that any employee, member, visitor or visiting team feels that he, she or it has suffered discrimination or harassment in any way or that the policies, rules or code of conducthave been brokenthey should follow the procedures below.

1. The complainant should report the matter in writing to the Secretary or another memberof the

committee. The report should include:

1. details of what occurred;
2. details of when and wherethe occurrence took place;
3. any witness detailsand copies of any witnessstatements;
4.  names of any others who have been treatedin a similar way (providedthat those people consent to their names being disclosed);
5.  details of any former complaints made about the incident, including the date and to whom such complaint was made; and
6. an indication as to the desired outcome.

1. The committee:
   1.  will request that both partiesto the complaint submit writtenevidence regarding the incident(s);
   2. may decide (at its sole discretion) to uphold or dismiss the complaint withoutholding a hearing;
   3. may(at its sole discretion) hold a hearing(whether or not such a hearing is requested by either party) at which both parties will be entitled to attend and present their case;
   4. will have the power to imposeany one or more of the followingsanctions on any person found to be in breach of any policy, (including the Equality Policy):
      • warn as to future conduct;
      • suspend from membership;
      • remove from membership;
      • exclude a non-member from the facility, either temporarily or permanently; and
      • turn down a non-member’s currentand/or future membership applications.

1. will provide both partieswith written reasonsfor its decision to uphold or dismissthe complaint within one (1) calendar month of such decision being made.
2. Either  party  may  appeal  a  decision  of  the  committee  to the County Association (including a decision not to hold a hearing)by writing to the [County Secretary] within 3 months of the place to play’sdecision being notifiedto that party.

1. If the nature of the complaint is with regard to the committee or other body or group in the place to play, the member/visitor has the right to report the discrimination or harassment directly to the relevant County Association.

Terminologies and Descriptors

Disability under the Equalityact 2010 is defined as:

‘a physical or mental impairment that has a substantial and long-term adverse effect on the ability to carry out normal day-to-day activities. ‘Substantial’ means more than minor or trivial. ‘Impairment’ covers, for example, long-term medical conditions such as asthma and diabetes, and fluctuating or progressive conditions such as rheumatoid arthritis or motor neurone disease. A mental impairment includes mental health conditions (such as bipolar disorderor depression), learning difficulties (such as dyslexia) and learning disabilities (such as autism and Down’s syndrome). Some people, including those with cancer, multiple sclerosis and HIV/AIDS, are automatically protected as disabled people by the Act. People with severe disfigurement will be protectedas disabled without needing to show that it has a substantial adverse effect on day-today activities.’

• Direct discrimination occurs when a person istreated less favourably than another person becauseof a protected characteristic. Direct discrimination also includes discrimination because a person is wrongly thought to have a particular protected characteristic or is treated as if they do

• Indirect discrimination occurs where the effect of certain requirements, provision or practices imposed by an organisation has an adverse impact disproportionately on one group or other. Indirect discrimination generally occurs when a rule or condition, which is applied equally to everyone, can be met by a considerably smallerproportion of peoplefrom a particular group; the rule is to their advantage, and               it               cannot               be               justified               on               other               grounds.

• Discrimination arisingfrom disability occurs when a disabledperson is treatedunfavourably because of something connected with their disability and this unfavourable treatment cannot be justified. Treatment can be justified if it can be shown that it is intended to meet a legitimate objective in a fair, balanced and reasonable way. If this can be shown then the treatment will be lawful.

This form of discrimination can occur only if the service provider knows or can reasonably be expected to know that the disabled person is disabled.

• Positive discrimination is illegal under UK anti-discrimination law and shouldn’t be confused with PositiveAction. Positive discrimination generally means being favourable towardsan individual or group for whatever reason outlined.”

• Positive actionis legal and describes measurestargeted at a particular group that are underrepresented in a particular programme or aspect of a sport. These measures are intended to redress past discrimination or to offset the disadvantages arising from existing attitudes, behaviours and structures.

Lawful positive actionmeasures can include:

• Targeting job training at people of particular racial groups, or either gender, which have been under- represented in certain occupations or grades during the previous 12 months, or encouraging them to apply for such work.
• Providing facilities to meet any specific educational, training or welfare needs identified for a specific racial group.
• Special action being taken is the employmentof a female teacher to lead a session aimed at women,

to specifically encourage uptake and participation by female players

• Harassment can be described as inappropriate actions,behaviour, comments or physical contact,which

may cause offencei.e. mental or physical anxietyor hurt to an individual:

• It may be related to gender, gender reassignment, race, disability, sexuality,age, religion, nationality

or any personal characteristic of an individual.

• Under the terms of the CriminalJustice Act 1994,harassment was made a criminaloffence, punishable by a fine of up to £5,000 and/or a prison sentence of up to six months.

• Victimisation occurs when a service provider treats someone badly because they have made or supported a complaint about discrimination or harassment, or because the service provider thinks that they are doing or may do these things. It will also be victimisation if a service provider treats someone badly because they support someone else who makes a discrimination claim. A person is not protected from victimisation if they have maliciously made or supported an untrue complaint.

• Prejudice is literally pre-judging someone. It is usually led by negative, irrational feelings, resulting from preconceived attitudes and opinions.
• Stereotyping is grouping or labellingpeople because they are membersof a particular ‘visible’ group,

and assuming that they have particular traitsthat are considered to be characteristics of that group.

• Dignity is about respectful, responsible, fair and humane behaviour, somethingthat is reflected in the

constitution.

• Disadvantage is where, as a result of discrimination, an individual or group is deprived of some or all

resources and opportunities. This may affectpeople directly or indirectly.

• Social exclusion is when people or areas suffer from one or a combination of linked problems such as

unemployment, poor skills,low income, high crime environments or lack of facilities.