Equal Opportunity Policy | Bradford City

Equal Opportunity Policy

Bradford City AFC is committed to providing equal opportunities in employment and to avoiding unlawful discrimination in employment and against customers. This policy is intended to assist the organization to put this commitment into practice. Compliance with this policy should also ensure that employees do not commit unlawful acts of discrimination.

Document Details

Amendment History

The Law

It is unlawful to discriminate directly or indirectly in recruitment or employment because of age, disability, sex, gender reassignment, pregnancy, maternity, race (which includes colour, nationality and ethnic or national origins), sexual orientation, religion or belief, or because someone is married or in a civil partnership. These are known as “protected characteristics”.

Discrimination after employment may also be unlawful, e.g. refusing to give a reference for a reason related to one of the protected characteristics.

Staff should not discriminate against or harass a member of the public in the provision of services or goods. It is unlawful to fail to make reasonable adjustments to overcome barriers to using services caused by disability. The 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 make use of services. In addition, service providers have an obligation to think ahead and address any barriers that may impede disabled people from accessing a service.

Types of Unlawful Discrimination

• Direct discrimination: where a person is treated less favorably than another because of a protected characteristic. An example of direct discrimination would be refusing to employ a woman because she is pregnant.
• Indirect discrimination: where a provision, criterion or practice is applied that is discriminatory in relation to individuals who have a relevant protected characteristic, and it cannot be shown to be a proportionate means of achieving a legitimate aim.
• Harassment: where there is unwanted conduct related to one of the protected characteristics that has the purpose or effect of violating a person’s dignity or creating an intimidating, hostile, degrading, humiliating, or offensive environment.
• Associative discrimination: where an individual is directly discriminated against or harassed for association with another individual who has a protected characteristic.
• Perceptive discrimination: where an individual is directly discriminated against or harassed based on a perception that he/she has a particular protected characteristic when he/she does not have that protected characteristic.
• Victimisation: occurs where an employee is subjected to a detriment because he/she made or supported a complaint or raised a grievance under the Equality Act 2010.
• Failure to make reasonable adjustments: where a physical feature or a provision, criterion or practice puts a disabled person at a substantial disadvantage compared with someone who does not have that protected characteristic and the employer has failed to make reasonable adjustments to enable the disabled person to overcome the disadvantage.

Equal Opportunities in Employment

Bradford City AFC will avoid unlawful discrimination in all aspects of employment including recruitment, promotion, opportunities for training, pay and benefits, discipline, and selection for redundancy.

Person and job specifications will be limited to those requirements that are necessary for the effective performance of the job. Candidates for employment or promotion will be assessed objectively against the requirements for the job, taking account of any reasonable adjustments that may be required for candidates with a disability.

The organization will consider any possible indirectly discriminatory effect of its standard working practices when considering requests for variations to these standard working practices and will refuse such requests only if the organization considers it has good reasons, unrelated to any protected characteristic, for doing so. The organization will comply with its obligations in relation to statutory requests for contract variations. The organization will also make reasonable adjustments to its standard working practices to overcome barriers caused by disability.

The organization will monitor the ethnic, gender, and age composition of the existing workforce and of applicants for jobs (including promotion), and the number of people with disabilities within these groups, and will consider and take any appropriate action to address any problems that may be identified as a result of the monitoring process.

Customers, Suppliers, and Other People Not Employed by the Organization

Bradford City AFC will not discriminate unlawfully against customers using or seeking to use goods, facilities, or services provided by the organization.

Employees should report any bullying or harassment by customers, suppliers, visitors, or others to their manager who will take appropriate action.

Training

The equal opportunity policy will be discussed at new employee inductions and annually with annual refresher training. All full-time employees and senior stewards will be expected to complete the Playing For Inclusion module either online or face to face every three years. Matchday staff will receive equality training as part of their annual training.

Your Responsibilities

SDGs, Targets, and Indicators

1. Which SDGs are addressed or connected to the issues highlighted in the article?

• SDG 5: Gender Equality
• SDG 8: Decent Work and Economic Growth
• SDG 10: Reduced Inequalities
• SDG 16: Peace, Justice, and Strong Institutions (indirectly)

2. What specific targets under those SDGs can be identified based on the article’s content?

• Target 5.1: End all forms of discrimination against all women and girls everywhere
• Target 8.5: Achieve full and productive employment and decent work for all women and men, including for young people and persons with disabilities, and equal pay for work of equal value
• Target 10.2: Empower and promote the social, economic, and political inclusion of all, irrespective of age, sex, disability, race, ethnicity, origin, religion or economic or other status
• Target 16.5: Substantially reduce corruption and bribery in all their forms (indirectly)

3. Are there any indicators mentioned or implied in the article that can be used to measure progress towards the identified targets?

• – Mention of avoiding unlawful discrimination based on sex and gender reassignment (related to Target 5.1)
• – Mention of not discriminating against women based on pregnancy or maternity (related to Target 5.1)
• – Mention of equal opportunities in employment, including recruitment, promotion, training, pay, and benefits (related to Target 8.5)
• – Mention of making reasonable adjustments for candidates with disabilities (related to Target 8.5 and Target 10.2)
• – Mention of avoiding unlawful discrimination based on age, disability, race, nationality, ethnic or national origins, sexual orientation, religion or belief, or marital status (related to Target 10.2)
• – Mention of making reasonable adjustments to overcome barriers caused by disability (related to Target 10.2)

4. SDGs, Targets, and Indicators

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Source: bradfordcityafc.com

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