Our Commitment to Equality

Sapphire Gymnastics Club subscribes to the principles of equality of opportunity and aims to ensure that anyone involved, or wishing to be involved, in gymnastics is able to do so in a discrimination-free environment.

Sapphire Gymnastics Club also values diversity and the contributions that people from different backgrounds or with different experiences can bring to the organisation.

The Equality Policy is based on fundamental principles which Sapphire Gymnastics Club aims to uphold throughout the organisation.

Fundamental Principles

All people must respect the rights, dignity and worth of every human being and their right to self-determination.

All staff, members, volunteers and job applicants are entitled to be treated fairly regardless of:

Age.
Disability.
Gender reassignment.
Marriage or civil partnership status.
Pregnancy and maternity.
Race, including colour, nationality and ethnic or national origin.
Religion or belief.
Sex.
Sexual orientation.

Equally, Sapphire Gymnastics Club will not treat any employee, worker or job applicant less favourably because:

They work part-time or on a fixed-term basis.
Of their socio-economic background.
They have caring responsibilities.

Equality in Practice

Equality must permeate throughout strategic and development plans.
All participants should be afforded equal opportunity to access services.
In some cases, positive action may be required to address past inequalities or under-representation.
It is everyone’s responsibility to ensure that no form of discrimination is tolerated in our organisation.

Any individual who believes they have received unfavourable treatment within the scope of this policy should raise the concern in line with the club’s Complaints & Disciplinary Procedure.

No individual who raises a concern in good faith, or those who support another person to raise a concern, should be treated unfairly as a result of raising the concern.

Protected Characteristics

The Equality Policy has been designed to ensure that no job applicant, participant or member is unlawfully discriminated against or receives less favourable treatment on the grounds of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex or sexual orientation.

Together, these are known as the Protected Characteristics under the Equality Act 2010 (amended 2024).

This policy has been produced to help ensure that everyone is treated fairly and to avoid practices that could discriminate directly or indirectly towards certain sections of society.

Removing Barriers to Participation

In order to achieve equality, Sapphire Gymnastics Club recognises that in some instances an 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 gymnastics. Sapphire Gymnastics Club supports the need for positive action to alleviate barriers to participation.

Equality is about respecting people’s individuality. In doing this, Sapphire Gymnastics Club recognises that its policy must provide flexibility in order to ensure a service which is adaptive to individual needs, thus enabling all in our society to participate without prejudice or unnecessary barriers.

All employees of Sapphire Gymnastics Club should refer to the Staff Equality Policy.

Responsibilities of Sapphire Gymnastics Club

Sapphire Gymnastics Club strives to ensure that our sport is free from discrimination. We endeavour to promote the highest standards and will:

Provide and implement a policy to protect participants from discrimination.
Encourage individuals from all communities to become involved at any level of participation, coaching, officiating and management.
Adopt good practice, including in relation to recruitment, training and volunteers, and support and empower our clubs to understand their responsibilities with regard to the Equality Act.
Work in partnership with our Governing Body, affiliated organisations and registered clubs to implement the policy across the UK and review progress.
Respond to all concerns and implement the appropriate disciplinary and appeals procedure.

Avoiding Inequality

Sapphire Gymnastics Club will work to ensure that inequality is avoided:

When selecting, recruiting and training individuals.
In the structure and content of all syllabi, examinations, regulations and assessment procedures.
In the monitoring of practices, procedures and data relating to the operations and activities of the organisation and its affiliated bodies.
In the preparation and distribution of all materials and publications.
By consideration of, and potential appropriate adaptations to, conventional rules, regulations and practices which may create barriers for those living with disabilities or those with a protected characteristic.

Responsibilities of the Individual

Everyone associated with Sapphire Gymnastics Club is required to assist in ensuring that the organisation meets its commitment and avoids unlawful discrimination.

Sapphire Gymnastics Club recognises its legal obligations under, and will abide by the requirements of, the Equality Act 2010 and any later amendments to such legislation or subsequent equality-related legislation.

It is unlawful to discriminate directly or indirectly in recruitment, employment or in the provision of services because of age, disability, sex, gender reassignment, pregnancy, maternity, race, including colour, nationality and ethnic or national origins, sexual orientation, religion or belief, or because someone is married or in a civil partnership.

Sapphire Gymnastics Club recognises that discrimination, harassment, bullying and victimisation are unacceptable.

Forms of Unlawful Discrimination

Direct Discrimination

This is treating someone less favourably, or in the case of pregnancy and maternity unfavourably, because of a protected characteristic.

An example would be paying someone less because of their sex or because they belong to a particular racial group.

“Because of” is very wide and can cover behaviour that takes place because of a protected characteristic, even where the individual does not in fact possess that characteristic. It also includes less favourable treatment because someone is associated with another person who has a protected characteristic.

Such treatment is unlawful unless, in relation to age only, it can be objectively justified.

Indirect Discrimination

This is treating a group of people in the same way, but in a way which adversely affects those with a protected characteristic.

An example would be telling all volunteers that they have to work late at night. Although applied to everyone, it may adversely affect volunteers with childcare responsibilities.

Such treatment is unlawful unless it can be objectively justified.

Associative Discrimination

Direct discrimination against someone because they associate with another person who possesses a particular protected characteristic.

Discrimination by Perception

Direct discrimination against someone because others think they possess a particular protected characteristic.

Discrimination Arising from Disability

This is unfavourable treatment of a disabled person because of something arising in consequence of their disability. Such treatment is unlawful unless it can be objectively justified.

Bullying

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.

Harassment

This is unwanted conduct related to a protected characteristic which has the purpose or effect of creating an intimidating, hostile, degrading, humiliating or offensive environment for someone or violating their dignity.

Harassment may also be of a sexual nature. It may also occur where someone harasses the victim, the victim either rejects or submits to the harassment and, because of that rejection or submission, that person then treats the victim less favourably.

Victimisation

Victimisation is subjecting someone to detriment because they have done, are suspected of doing, or intend to do an act which is protected under discrimination and harassment laws.

It is not necessary for the person to have completed the protected act in order for detrimental treatment to be considered victimisation.

Protected acts include making a claim or complaint under the Equality Act 2010, for example for discrimination or harassment, and helping someone else to make a claim by giving evidence or information in connection with proceedings under the Equality Act.

Reasonable Adjustments

Sapphire Gymnastics Club recognises that it has a duty, and is committed to making reasonable adjustments for people living with a disability.

In the case of disability only, the duty to make reasonable adjustments includes requirements which arise where a disabled person is placed at a substantial disadvantage in relation to a relevant matter.

Where a provision, criterion or practice puts a disabled person at a substantial disadvantage in relation to a relevant matter in comparison with persons who are not disabled, reasonable steps should be taken to avoid the disadvantage.
Where a physical feature puts a disabled person at a substantial disadvantage in relation to a relevant matter in comparison with persons who are not disabled, reasonable steps should be taken to avoid the disadvantage.