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Equality and Ethics Policy

  1. Policy Objectives

    Goldstar Active subscribes to the principles of equality of opportunity and aims to ensure that anyone participating or wishing to participate in the sporting activities on offer is able to do so in a discrimination-free environment.

    The Equality Policy is based on the following fundamental principles, which Goldstar Active aims to uphold:

    - All persons 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 gender, gender reassignment, sexual orientation, age, parental or marital status, disability, religion, colour, race, ethnic or national origins, or socio/economic background.
    - Equality must permeate throughout strategic and development.
    - All participants should be afforded equal opportunity to access.
    - 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 at Goldstar Active.
    - Any individual who believes they have received unfavourable treatment within the scope of the policy should raise the concern in line with Goldstar Active’s Complaints & Disciplinary
    - No individual (and/or their family) 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.

  2. Purpose of the Policy

    This Equality and Ethics Policy has been designed to ensure that no job applicant, employee, volunteer, 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 and sexual orientation (together these are known as the ‘Protected Characteristics’ under the Equality Act 2010).

    Goldstar Active recognises that individuals (and/or certain groups in our society who share one or more Protected Characteristics) may have been denied opportunity to access or participate fully in sport in the past. This Policy has been produced to try to ensure that everyone is treated fairly and avoid practices that could discriminate directly or indirectly towards certain sections of society. In order to achieve equality, Goldstar Active 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 sport. Goldstar Active supports the need for positive action to alleviate any barriers to access.

    Equality is about respecting peoples’ individuality. In doing this, Goldstar Active recognizes that its Policy must provide flexibility in order to ensure a service, which is adaptive to individuals’ needs, thus enabling all in our society to participate without prejudice or unnecessary barriers.

  3. Responsibilities of Goldstar Active

    Goldstar Active strives to ensure that sport is free from We endeavour to promote the highest standards and will:

    - Provide and implement a policy to protect participants.

    - Encourage individuals from all communities to become involved at any level of participation, coaching, officiating and support.

    - Adopt good practice in recruitment, training and supervision of all employees and volunteers, and provide good practice guidance to our affiliated members.

    - Ensure that affiliated clubs and organisations adopt either our Equality & Ethics Policy or similar.

    - Respond to all concerns and implement the appropriate disciplinary and appeals processes.

    Goldstar Active will work to ensure that inequality is avoided:

    - When selecting, recruiting and training.

    - In the monitoring of practices, procedures and data relating to the operations and activities of its affiliated members.

    - By the relaxation of any conventional rules and regulations which serve to inhibit the performance of those candidates with special needs or disabilities, providing that such action does not have detrimental effect on the standard, quality and integrity of the activity.

  4. Responsibilities of the Individual

    Everyone associated with Goldstar Active is required to assist in ensuring that we meet our commitment and avoid unlawful activity.

    Individuals can be held personally liable as well as, or instead of, our Organisation, for any act of unlawful discrimination. Individuals who commit serious acts of harassment may be guilty of a criminal offence.

  5. Legal Requirements

    Goldstar Active 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 that may be relevant to our Organisation.

    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

    Goldstar Active will seek advice each time this Policy is reviewed to ensure it continues to reflect the current legal framework and good practice

    Goldstar Active recognises that the following is unacceptable:

    Discrimination, Harassment, Bullying and Victimisation

    - Unlawful discrimination, which can take the following forms:

    -- Direct Discrimination – treating someone less favourably than another person because of a Protected Characteristic.

    -- Indirect Discrimination – an action, rule or policy that applies to everyone but disadvantages someone with a particular Protected Characteristic.

    -- 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 – someone is treated unfavourably because of something connected with their Protected Characteristic.

    -- 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 – unwanted or offensive conduct directed at oneself or another.

    -- Harassment by a third party – the company is potentially liable for harassment of their staff by people not employed by them.

    -- Victimisation – treating a group or individuals in a detrimental way because they have made or intend to make a complaint or provide evidence in support of another group or person doing so.

    - Goldstar Active regards acts of discrimination, bullying, harassment or victimisation as serious issues. Staff or members who, following disciplinary procedures, are found to have discriminated against, harassed, bullied or victimised any other person, will be dealt with according to company policy.

    Reasonable Adjustments

    Goldstar Active recognises it has a duty, and is committed to making reasonable adjustments for disabled staff and members.

    Our duty to make reasonable adjustments includes the removal, adaptation or alteration of physical features, if the physical features make it impossible or unreasonably difficult for disabled people to use.

    Goldstar Active, when acting as a service provider, has an obligation to think ahead and address any barriers that may impede disabled people from accessing its facilities.

  6. Implementation Procedures

    Goldstar Active has adopted an Equality Action Plan, which is designed to increase the diversity of the organisation and its membership. The plan also sets out the actions that we will take to improve sport in our community, making it more accessible in order to reduce inequalities and under-representation. This Plan sets out our commitment to communicating equality with all staff and members.

    Goldstar Active has embedded this Action Plan in to its strategy and planning tool to ensure that equality actions are an integral part of our continuous improvement process.

    The Ethics and Welfare Committee, which is a sub-committee of the main Board, is responsible for determining the appropriate course of action for any complaints or concerns raised under the Policy.

    Goldstar Active has complaints and disciplinary procedures in place, in compliance with the principles of natural justice.

    Goldstar Active is committed to ensure that the Equality Policy is widely available and effectively communicated to all staff, members and volunteers via the website and other forms of communication.

    We will endeavour to provide the resources necessary for the implementation of the Equality & Ethics Policy.

    Goldstar Active monitors the Equality profile of members, employees and job applicants and the ongoing impact of the Policy and implementation thereof.

    Goldstar Active has ensured key staff have attended equality training and aims to ensure all staff members attend training in the future and new staff receive training on the Policy as part of the induction process.

    Our staff induction process includes the provision of this policy and procedures to manage equality issues in the future.

    Goldstar Active will ensure any changes to Government Equality Legislation are reflected in future policy amendments.

    Goldstar Active will promote best practice and implement change to bring about improvements in practice and procedure.

  7. Monitoring and Evaluation

    This Equality & Ethics Policy will be regularly monitored and a full policy review will take place tri-annually. The following situations may also evoke a review of the policy: 

    - As a result of any changes in legislation.

    - As a result of any changes in governance of the sports body.

    - Following a procedural review as a result of a significant case.

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