Equality and diversity

Rugby League Cares is committed to encouraging equality and diversity among our staff and the wider sport, and eliminating any form of discrimination based on race, ethnicity, religion, gender or sexual orientation.

The Charity aims to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best.

The organisation – in providing services at every level of Rugby League – is also committed against unlawful discrimination of customers or the public.

Our aim is to:

  • Provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time;
  • Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex (gender) and sexual orientation;
  • Oppose and avoid all forms of unlawful discrimination. This includes in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities.

The Charity commits to:

  • Encourage equality and diversity in the workplace as they are good practice and make business sense;
  • Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued.

This commitment includes training managers and all other employees about their rights and responsibilities under the equality policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination

All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public

  • Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any othersin the course of the organisation’s work activities

Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and any appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice

Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence

  • Make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation
  • Decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act)
  • Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law
  • Monitor the make-up of the workforce regarding information such as age, gender, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality and diversity, and in meeting the aims and commitments set out in the equality policy

Monitoring will also include assessing how the equality policy, and any sporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues

The equality policy is fully supported by the Charity’s trustees.

RL Cares is committed to promoting equality and diversity, promoting a culture that actively values difference, and recognises that people from different backgrounds and experiences can bring valuable insights to the workplace and enhance what we do.

We aim to be an inclusive organisation, where diversity is valued, respected and built upon, with the ability to recruit and retain a workforce that reflects the communities it serves.

RL Cares is also committed to compliance with relevant equality legislation, the Equality Act 2010, Codes of Practice and relevant best practice guidance.

We will pro-actively tackle discrimination or disadvantage and will seek to ensure that no individual or group is directly or indirectly discriminated against for any reason with regard to employment or accessing our services.

For more information on our equality and diversity action plan click here.

September 2019