Equity Statement 


Muaythai GB is committed to ensuring that the culture, philosophy and processes within the organisation are free from bias and discrimination. It upholds the principles of diversity, equality and inclusion and as such recognises its legal obligations under the Equality Act 2010.  We believe that everyone has the right to participate in an environment free from the threat of discrimination, intimidation, harassment or abuse.

Our aim is create an environment which enables everyone involved to achieve their full potential and have a positive and fulfilling experience in every area of the sport. Muaythai GB are an inclusive and welcoming organisation that respects and values the rights, dignity and worth of every person. We embrace the spirit of equality legislation and are committed to eradicating unfair discrimination on the grounds of



Muaythai GB will take positive action:



Aims:


In order to achieve equity, Muaythai GB recognises that in some instances, unequal distribution of effort and resources may be required. This may be necessary when sections of society are faced with barriers that prevent or restrict their participation in Muaythai GB as athletes, coaches, employees and volunteers.

Muaythai GB celebrates diversity within the organisation and seeks to fulfil its commitments by recognising the expertise, abilities and needs of every individual and by acknowledging the right to dignity and respect of every human being. 

Key Objectives:



Responsibility, implementation and communication 


All colleagues, whatever their role, have an important part to play in ensuring that Muaythai GB is a genuinely inclusive organisation. There is a collective responsibility to ensure all working practices are fair and inclusive and by working together we can ensure there is genuine equity within the organisation.

 

Manager’s Duties: 


For the purpose of this policy, “managers” is defined as persons charged with the responsibility for managing a team or managing a club/association and are responsible for embedding and implementing this policy within their team/club/association. In order for this to be achieved managers should have appropriate training and support in order to ensure they have the knowledge, skills and confidence to achieve this. 


Managers will: 



Board Duties: 



“Discrimination, harassment, bullying and victimisation” 


Unlawful discrimination which can take the following forms:



Sports Exemptions 


Sex. The existing sports exemption from the current Sex Discrimination Act is replicated in the new Act. The exemption states that competitions, leagues etc can be gender specific where the physical strength, stamina or physique of average persons of one sex would put them at a disadvantage compared to average persons of the other sex. 


Gender Reassignment. The Act also allows for transsexual competitors to be prohibited from competing where the physical strength, stamina or physique of average persons of one sex would put them at a disadvantage compared to average persons of the other sex and where such a prohibition is necessary for fair competition or the safety of competitors. 


Age.  The ban on Age discrimination within Services (introduced under the 2010 Equality Act) came into force on 1st October 2012 and applies to over 18 year olds. In sports there is an exception which allows continued use of age limits and age bands which are necessary for fair competition, the safety of competitors, or to comply with rules set by national or international governing bodies with legitimate aims. For example some tournaments have an 18 – 23 year old category with the intention of bridging the development of junior and senior athletes. 


Bullying and Harassment? 


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 reason. 


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: 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.

Examples of harassment include

Conduct may be harassment even if the person behaving in that way does not intend 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 (for example, 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 (for example, 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. A single incident can be harassment if it is sufficiently serious. 


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 Muaythai GB. You should tell the person what behaviour you find offensive and unwelcome and say that you would like it to stop immediately. 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 Muaythai GB’s complaints procedure.


Muaythai GB will treat complaints of bullying and harassment sensitively and maintain confidentiality to the maximum extent possible. 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. 


Further advice and guidance on discrimination can be found here: 


https://www.citizensadvice.org.uk/

https://www.equalityhumanrights.com/en


Responsibilities 


Every member of the Muaythai GB workforce is required to assist Muaythai GB to meet its commitment under the Equality Policy which includes providing equal opportunities in employment and avoid unlawful discrimination. Individuals can be held personally liable as well as, or instead of, Muaythai GB, for any act of unlawful discrimination. Persons who commit serious acts of harassment may also be guilty of a criminal offence. 

Acts of discrimination, harassment, bullying or victimisation against employees or other Stakeholders are disciplinary offences and will be dealt with under Muaythai GB’s disciplinary procedure. Conduct of this type will often be gross misconduct which may lead to dismissal without notice.