BSC Equality and Diversity

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BSC Equality and Diversity

Bharat Sports Club CC have a statutory general duty to promote equality. This plan sets out how Bharat Sports Leicester will work to promote equality. The plan addresses our duties under the Equality Act 2010. 

Bharat Sports Leicester believes the promotion of community cohesion and equality of opportunity should be at the heart of all its work and aspirations and based on our values commonly known as the 4Rs i.e.

  • Respect
  • Responsibility
  • Resilience
  • Resourcefulness  

  Our key aims are, 

  • Equity and excellence – to ensure equal opportunities for all to succeed at the highest level possible, striving to remove barriers to access and participation in learning and wider activities and working to eliminate variations in outcomes for different groups.
  • Teaching and learning– helping young people to learn to understand others, to value diversity whilst also promoting shared values, to promote awareness of human rights and to apply and defend them, and to develop the skills of participation and responsible action.
  • Engagement and extended services – to provide reasonable means for children, young people, parents/carers and their friends and families to interact with people from different backgrounds and build positive relations, including: links with different Bharat Sports Club CC and communities; the provision of extended services; and opportunities for students, families and the wider community to take part in activities and receive services which build positive interaction and achievement for all groups. 

In fulfilling the above and our legal obligations, we are guided by seven principles.

Principle 1: All learners are of equal value

We see all learners and potential learners as of equal value:

  • whether or not they have a disability
  • whatever their ethnicity, culture, religious affiliation, national origin or national status
  • whatever their gender
  • whatever their sexual orientation

Principle 2: We recognise and respect diversity 

Treating people equally does not necessarily involve treating them all the same. Our policies, procedures and activities do not discriminate, but differentiate, as appropriate, taking into account differences of life-experience, outlook and background, and in the kinds of barrier and disadvantage which people may face, in relation to:

  • disability, so that reasonable adjustments are made
  • ethnicity, so that different cultural backgrounds and experiences of prejudice are recognised
  • gender, so that the different needs and experiences of girls and boys, women and men are recognised.
  • sexual and/or gender orientation, so that a young person’s sexuality or gender preference is acknowledged and respected.

Principle 3: We foster positive attitudes and relationships, and a shared sense of cohesion and belongin

We intend that our policies, procedures and activities should promote:

  • positive attitudes towards disabled people, good relations between disabled and nondisabled people, and an absence of harassment of disabled people
  • positive interaction, good relations and dialogue between groups and communities different from each other in terms of ethnicity, culture, religious affiliation, national origin or national status, and an absence of prejudice-related bullying and incidents
  • mutual respect and good relations between boys and girls, women and men, and an absence of sexual harassment
  • mutual respect and good relations regardless of a person’s sexual and/or gender orientation.

Principle 4: Members recruitment, retention and development

Policies and procedures should benefit all volunteers professional development:

  • whether or not they have a disability
  • whatever their ethnicity, culture, religious affiliation, national origin or national status
  • whatever their gender
  • whatever their sexuality and/or gender orientation

Principle 5: We aim to reduce and remove inequalities and barriers that already exist

In addition to avoiding or minimising possible negative impacts, we take opportunities to maximise positive impacts by reducing and removing inequalities and barriers that may already exist between:

  • disabled and able-bodied people
  • people of different ethnic, cultural and religious backgrounds
  • girls and boys, women and men
  • people of different sexuality and/or gender orientations

 Principle 6: We consult widely

People affected by a policy or activity should be consulted and involved in the design of new policies, and in the review of existing ones. We involve: 

  • disabled people as well as able-bodied people
  • people from a range of ethnic, cultural and religious backgrounds
  • both women and men, and girls and boys
  • people of different sexuality and/or gender orientations   

Principle 7: Society as a whole should benefit 

We intend that our policies and activities should benefit society as a whole, both locally and nationally, by fostering greater social cohesion, and greater participation in public life of: 

  • disabled people as well as able-bodied people
  • people of a wide range of ethnic, cultural and religious backgrounds
  • women and men, girls and boys
  • people of different sexuality and/or gender orientations

Addressing prejudice and prejudice-related bullying

The Bharat Sports Club CC is opposed to all forms of prejudice which stand in the way of fulfilling its legal duties:

  • prejudices around disability and special educational needs
  • prejudices around racism and xenophobia, including those that are directed towards religious groups and communities, for example antisemitism and Islamophobia, and those that are directed against Travellers, refugees and people seeking asylum
  • prejudices reflecting sexism, homophobia and transphobia

We take seriously our obligation to report regularly to the local authority about the numbers, types and seriousness of prejudice-related incidents at our Bharat Sports Club CC and how they were dealt with.

       2.      Roles and responsibilities

  1. All members, are expected to be role models of best practice in equality.
  2. The Chairperson is responsible for implementing the policy; for ensuring that all members are aware of their responsibilities and are given appropriate training and support; and for taking appropriate action in any cases of unlawful discrimination.
  3. Senior member of members has day-to-day responsibility for co-ordinating implementation of the policy.
  4. All members are expected to:
    • promote an inclusive and collaborative ethos
    • deal with any prejudice-related incidents that may occur
    • keep up-to-date with equalities legislation relevant to their work.

       3.      Information and resources

We ensure that the content of this policy is known to all members and parents.

       4.      Religious observance

We respect the religious beliefs and practices of all members, students, parents and carers and comply with reasonable requests relating to religious observance and practice.

       5. Members development and training

We ensure that all members, including support members, receive appropriate training and opportunities for professional development, both as individuals and as groups or teams.

       6.      Monitoring and evaluation

We collect, study and use quantitative and qualitative data relating to the implementation of this policy, and make adjustments as appropriate.

To review good practice we make use of a range of auditing schedules.