Anti-discrimination & EDI
Issue 1 November 2024
Author(s)
Adeel Khan & Roger Jeffs
Review by November 2027
We are committed to promoting equity and diversity in our policies, practices and procedures and in influencing others to do the same in our dealings with staff, volunteers, members, participants and any members of the public who are accessing our events.
’Equity’’ aims to promote the idea that individual people sometimes might need an additional helping hand to get the things that they need in order to feel as though they belong to a particular community – which could be described as ‘’breaking down systemic barriers’’.
Whereas equality only suggests that people should get exactly the same treatment regardless of their individual circumstances.
We are committed to complying in both letter and spirit with all anti-discrimination legislation and associated codes of practice in force either now or in the future.
We will:
1. Treat everyone equitably and with the same attention, courtesy and respect regardless of their religion or belief, gender reassignment, sexual orientation, sex, pregnancy & maternity, marriage & civil partnership, disability, race, age and socioeconomic status.
2. Aim to eliminate all forms of discrimination, harassment and victimisation and any other conduct that is prohibited by or under the Equality Act 2010 and other relevant legislation by:
• Building cultures of trust, where anyone experiencing discrimination feels confident to come forward and know that they will be listened to, and their concerns acted upon
• Show zero tolerance of discrimination, victimisation and harassment
• Encourage and enable all staff, volunteers, participants and members to act and stand up to discrimination and intervene if they become witness to such actions
3. Advance equality of opportunity between people who share a relevant protected characteristic and people who do not share it by:
• Removing or minimising disadvantages suffered by people due to their protected characteristics
• Fostering good relations between people who share a relevant protected characteristic and those who do not share it.
• Embedding good diversity and inclusion practice into our decision-making processes
• Ensure our commitment to diversity and inclusion is communicated through internal practices and externally By implementing this policy We aim to ensure that we are providing a safe, welcoming and inclusive environment for all who wish to undertake boating and social activities within our events.
4. Ensure that anyone accessing the sport will be:
• Able to participate to the full extent of their own ambitions and abilities
• Assured of an environment in which their rights, dignity and individual worth are respected
• Assured of participating in an environment in which individual differences and the contributions of all participants are recognised and valued.All our members have a shared responsibility to challenge any discriminatory language or behaviour and promote a fair and equitable environment for all.
5. Commit to help all people regardless of their religion or belief, gender reassignment, sexual orientation, sex, pregnancy & maternity, marriage & civil partnership,disability, race, age and socioeconomic status.
6. Ensure the right EDI policies are in place in our Association, the committee will designate an EDI champion post as a member of the general committee.
Equality, Diversity, and Inclusion Champion (EDIC)
An EDIC volunteer acts as the lead in all areas of equality, diversity, and inclusion and works with the Association to better understand its local community and how this reflects its members. The EDIC will work towards ensuring that all members, participants, staff, and volunteers are aware of their responsibilities surrounding anti-discrimination, equality, and equity. They ensure that equality, diversity, and inclusion sit high on the agenda, and they help ensure that the Association is aware of its duties under the Equality Act 2010.
Main Responsibilities:
• Encourage the Association to ensure it has up-to-date Equality, Anti-Discrimination and Bullying and Harassment policies in line with the RYA’s template policies.
• Promote the use of Codes of Conduct.
• Implement a recruitment (paid staff and volunteers) process which includes equal opportunities,
• Receive any equality concerns raised by the general membership or general public if a committee member is alleged to be in breach of any of the Equity/Equality principles that we uphold as an association.
• Have an action plan in place in case there is an issue raised and a process to follow for investigation and reporting to the general committee.
• Conduct annual equality monitoring of the Association’s members by compiling an overview of the committee members activities during the year and reporting how well the members conducted themselves in relation to these principles that the association has agreed upon.
• To ensure that equality is included as an agenda item at meetings whenever appropriate.
• Encourage the Association’s Committees to take equality and diversity issues into consideration when making decisions.
• Work towards creating an equality action plan which is agreed and signed off by the Association’s General Commoittee.
• Be the key contact across the Association for equality advice, information, and support.
• Be aware of and encourage equality and diversity training for committee members, staff, and volunteers.
Knowledge:
• A willingness to learn and develop a basic understanding of the laws and regulations
surrounding equality, diversity, and inclusion.
• Awareness of the local community and recognise the under-representation of different groups of people.
• Understanding what amounts to poor practice and an awareness of the different types of discrimination.
• Be aware of the Association’s disciplinary process.
• Where necessary liaise with:
• The RYA Equality Team
• The RYA Legal Team
• The local police
Referrals:
• To receive information from anyone including Association’s members, staff, volunteers, children or parents and carers who have experienced or witnessed discrimination and act in line with the RYA’s referral and reporting guidelines.
• Refer cases of discrimination to the RYA Equality Manager for advice and guidance.
• Where you believe a hate crime may have been committed, report the incident to the police and the RYA.
• There will be a ‘’Reporting Hate Crime’’ guidance document released by the RYA Equality team in 2022.