Equality, Diversity & Inclusion Policy

Policy Statement
London Golf Club (LGC) is committed to encouraging diversity and eliminating discrimination in both its role as an employer and as a provider of services. LGC aims to create a culture that respects and values each other’s differences, that promotes dignity, equality and diversity, and that encourages everyone to develop and maximise their true potential. There is no place in golf for any form of discrimination.

  • We recognise that discrimination is unacceptable, and equality of opportunity has been a long-standing feature of our Golf Club.
  • We will maintain a neutral environment in which no one feels under threat or intimidated and that everyone is recognised and welcomed at London Golf Club.

Purpose of the Policy

  • To promote fairness, equality and diversity and respect for everyone who is visiting the club and/or participating in Golf.

Legal Framework
LGC is committed to complying with all relevant legislation which covers Equality, diversity and inclusion.  This will include but is not limited to:

  • The Equality Act 2010;
  • The Protection from Harassment Act 1997;
  • The Human Rights Act 1998.

The Equality Act 2010 provides protection from discrimination in relation to certain “Protected Characteristics”, namely:

  • Age
  • Disability
  • Sex
  • Sexual Orientation
  • Race Religion or Belief
  • Marriage and Civil Partnership
  • Gender Reassignment
  • Pregnancy and Maternity

Explanation
Discrimination can take many guises including verbal, physical, and online conduct. It may not always be obvious to the perpetrator or intended and therefore it is necessary for people to be aware of the different types of discrimination and the impact their actions have on others.

Direct discrimination is where someone is treated less favourably than another person because of a Protected Characteristic. This could take the form of discrimination by association where direct discrimination is against someone because they are associated with another person who possesses a Protected Characteristic or discrimination by perception where direct discrimination is against someone because the other person thinks they possess a Protected Characteristic.

Indirect Discrimination occurs where the effect of certain provisions, criteria or practices imposed by an organisation has an adverse impact disproportionately on a certain group and cannot be justified. Indirect discrimination generally occurs when a PCP, which is applied equally to everyone, can be met by a considerably smaller proportion of people from a particular group the PCP is to their disadvantage, and it cannot be justified on other grounds.

In relation to the Protected Characteristic of disability, unfavourable treatment which is because of something arising in consequence of someone’s disability (e.g. the inability to carry out certain tasks) is also unlawful unless it can be appropriately justified.

Harassment includes sexual harassment and other unwanted conduct related to a Protected Characteristic which has the purpose or effect of violating someone’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for the individual.

In determining whether conduct can reasonably be considered as having such effect, the perception of the complainant will be considered. People can complain of behaviour they find offensive even if it is not directed at them.

Victimisation is where someone is treated unfavourably because they are known, or suspected to have done, or intend to do, one of certain protected acts, such as bringing discrimination proceedings, making related allegations or giving evidence in relation such things.

We consider bullying to include behaviour which is offensive, intimidating, malicious, insulting or an abuse of power through means intended to undermine, humiliate, denigrate or injure and can include references or inferences relating to Protected Characteristics.

Policy Implementation
London Golf Club will:

  • Encourage the involvement of all people regardless of background, ability, or any Protected Characteristic, in golf.
  • Ensure that all competitions, events and activities administered by LGC are carried out in a fair and equitable way (except where specific situations and conditions prevent this)
  • Monitor the diversity of its members, participants, players and volunteers to better understand the diversity that currently exists within LGC. All such monitoring of personal data shall be undertaken in compliance the Data Protection Act 2018.
  • Provide appropriate training and support to all staff, contractors, officials and volunteers to raise awareness of both the collective and individual responsibilities imposed by this Policy.
  •    Publish this Policy on its website.

Compliance
LGC takes seriously all claims of inappropriate behaviour, bullying, harassment, victimisation and/or discrimination, whether direct or indirect, by a contractor, player, parent, coach, official or volunteer who works for, on behalf of, or represents LGC.

If you are concerned about the behaviour or conduct of someone at the club, someone representing the club or any other breach of this policy, please report the matter to any of the Senior Management team giving as much detail as possible.

If you report the matter verbally, please follow up the report in writing to the Membership Executive on Harry@londongolf.co.uk.

Once this has been reviewed the club will consider the most appropriate way of dealing with the matter.

Where appropriate the Club will advise the person raising the complaint of the next steps and the outcome of the matter, however there may be circumstances in which we are not able to disclose full details to the person who made the report.  This may be because the law prevents us from doing so, because some information is confidential, or information needs to protect the safety and wellbeing of those involved.

Disciplinary Regulations available on request, please contact The Membership Team