Equality of Opportunity Policy
Objective and Commitments
1. Sports Wales is fully committed to achieving equality in
sport and physical recreation. Sports Wales's Equality Scheme
outlines our proactive approach in this area. It sets out our
commitment in working towards achieving equality in all our
functions, whilst embracing the spirit of equality legislation and
eradicating any form of unfair discrimination.
2. Sport Wales is committed to supporting the principle of
equality of opportunity in the workplace. To meet this objective,
Sport Wales has a policy to provide employment equality to all
regardless of gender, race, colour, nationality, ethnic origin,
marital or civil partnership status, fixed-term or part-time
status, age, religion, belief, sexual orientation, parental
responsibilities or disability.
3. Sport Wales believes that everyone has the right to work (or
apply to work) in an environment which promotes equality of
opportunity and prohibits discriminatory practices. Sport Wales
does not tolerate any form of discrimination, harassment or
victimisation by or against its employees. Sport Wales maintains
that it is everyone's obligation to behave in a way that supports
this policy and you should be fully aware of the behaviour that can
constitute discrimination and victimisation.
4. This policy is not designed to discourage normal social
relations among your colleagues or with the public. Its aim is to
prevent unlawful direct or indirect discrimination, harassment,
victimisation or unfair treatment, whether intentional or
unintentional. It is everyone's responsibility to be sensitive
towards the impact that they have on others and not to discriminate
against colleagues or condone discrimination by others.
5. Sport Wales is committed to fulfilling our legal obligations
under the equality legislation and associated codes of practice.
Sport Wales will comply with its own equality of opportunities
policy and code of practice. Any form of discrimination may be
unlawful and will be treated as a disciplinary offence resulting,
if appropriate, in disciplinary action.
Sport Wales is required by law not to discriminate against its
employees and recognises its legal obligations under, and will
abide by the requirements of, the following:
- Equal Pay Act 1970
- Rehabilitation of Offenders Act 1974
- Sex Discrimination Acts 1975, 1986 & 1999
- Race Relations Act 1976 and the Race Relations Amendment Act
- Disability Discrimination Act 1995
- Human Rights Act 1998
- Employment Equality (Sexual Orientation) Regulations 2003
- Employment Equality (Religion and Belief) Regulations
- Any later amendments to the above Acts/regulations, or future
Acts/regulations that are relevant to Sport Wales.
Sport Wales will seek legal advice each time the policy is
reviewed to ensure it continues to comply with all legislation
6. This policy will be part of the staff handbook. Sport Wales
will ensure that terms and conditions of employment and associated
policies are free from all forms of direct and indirect
discrimination. No unjustified provision, practice or criteria will
be imposed, directly or indirectly, which might place a worker at a
disadvantage on grounds of his or her gender, race, colour,
nationality, ethnic origin, marital or civil partnership status,
fixed-term or part-time status, age, religion, belief, sexual
orientation, parental responsibilities or for a reason relating to
his or her disability.
7. Sport Wales will ensure that all employees receive equality
training and guidance as appropriate, including training on
induction. The Council will ensure that those who are involved in
assessing candidates for recruitment or promotion will be trained
in non-discriminatory selection techniques. Decisions about
recruitment and selection, promotion, training or any other benefit
will be made objectively and without unlawful discrimination.
8. Sport Wales has developed and is implementing an Equality
Scheme which incorporates the objectives and commitments of this
policy. The scheme will lay out Sport Wales's high level strategic
aspirations (the vision) and will demonstrate how this message is
consistent across Sport Wales's policy documentation.
9. Sport Wales's action plan contained within the scheme is
linked to the high level aspirations, and will reflect action
across all Sport Wales departments with meaningful, realistic Key
Performance Indicators (KPIs) and timescales. Sport Wales has set
up two groups to implement the scheme; an Equality Steering Group,
responsible for advising on strategy and corporate matters and an
Equality Development Group, responsible for operational action
10. Sport Wales's aim is to monitor the effectiveness of this
equality of opportunity Policy. Sport Wales will review all aspects
of its policies, procedures and practices in relation to
recruitment, terms and conditions of employment, training, career
development, promotion and grievance and discipline to identify any
trends or patterns emerging and, if trends and patterns are found
to be emerging, it will analyse whether or not these are justified.
Sport Wales will endeavour to identify and take all steps necessary
to eliminate any unjustified discrimination which is revealed by
this monitoring process.
11. Once approved, the policy will apply for 3 years before a
formal review takes place, unless any legislation change requires
an interim review and/or amendment.
12. The Chief Executive has ultimate responsibility for
diversity issues and for ensuring this Policy and the Equality
Scheme is implemented. The Director and Heads of Service also take
personal responsibility for translating this commitment into action
throughout the organisation.
13. Sport Wales has appointed a Senior Officer with
responsibility for Equality and Child Protection. Within this remit
the dedicated officer is responsible for the development and review
of the Equality Scheme, management of the development structure and
responsibility for the Equality Standard work.
14. Each department has representation on the Equality
Development Group; the representatives sit at manager level within
the organisation, and are known as 'Equality Champions'. They are
responsible for disseminating information, and should ensure that
the equality scheme represents departmental action, that the action
is implemented and reflected in departmental planning and
15. All members of staff are expected to be committed to the
implementation of this scheme. Where a manager becomes aware of an
allegation of discrimination against a colleague or a member of the
public in connection with Sport Wales activities, they must
(whether or not a formal complaint has been made) discuss it with
the complainant and, unless the individual expressly requests
otherwise, report it to the Human Resources Manager.
16. Sport Wales must take reasonable steps to ensure that
discrimination does not occur. If you become aware of any alleged
incidents of unfair discrimination, you must report them to the
Human Resources Manager. If you believe you are the victim of
discrimination, harassment or victimisation (for definitions refer
to anti-bullying, anti-harassment and anti-victimisation policy and
procedure in the Staff Handbook), you may raise the matter with the
person against whom you have the complaint and/or the Human
Resources Manager, without the need to make a formal complaint. You
are encouraged to use the grievance procedure as set out in the