Statement of Intent
South Herts Golf Club [the Club] is subject to the legal authority of the committee in compliance with the Equality Act 2010 and are resolute in their determination to pursue respective equality of status to all members, associate members, visitors, guests, volunteers, present and potential employees, agents and service providers associated with the Club
The purpose of the policy is to ensure that every person has a genuine opportunity to participate to their full potential at all levels and in all roles within the Club. The policy’s purpose is to
• Provide equality, fairness and respect for all our members and employees
• Not unlawfully discriminate because of the Equality Act2010 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 and sexual orientation.
• Oppose and avoid all forms of unlawful discrimination including terms and conditions of membership and employment dealing with grievances and discipline and dismissal.
The committee is responsible for ensuring that the Club operates in accordance with the Memorandum of Association, the Constitution and the Rules and Bye Laws as written and updated from time to time and in conformity with the Equality Act 2010.
In addition, all members, visitors, guests, associate members, employees, agents, service providers and volunteers have responsibilities to respect, act in accordance with and thereby support and promote the spirit and intentions of the policy.
The content of this document applies equally to members, associate members, visitors, guests, employees, agents and service providers of the club. The Captain has overall responsibility to the committee for ensuring that the requirements of this document are implemented. The day-to-day responsibility for the Statement of Intent and Equality Policy will rest with the Secretary/Manager.
1. (The Club] will ensure that each application for membership will be determined in accordance with the club’s statement on equal opportunities. Other than the total maximum membership number as identified by the committee, no upper membership limits will be applied to any category of membership. The Club may apply an upper limit on the numbers in any category provided that no category is determined by reference to any of the protected characteristics.
2. All subscriptions fees are based on seven-day membership and will be equal for all categories save where the club have decided the need for positive action measures and have agreed to offer financial incentives to:
• Alleviate disadvantage experienced by people who share a protected characteristic as identified above,
• Junior members for the duration of the specified membership status,
• Encourage increased levels of membership to a pre-determined number within specific categories, which may include, for example, certain age groups or other selected under-represented groups.
Such incentives shall only apply for the agreed duration of the specific recruitment drive initiative or until the requisite number of vacancies has been filled or, in the case of juniors, until such time as the member no longer qualifies under the age requirements of the junior section.
3. Applications for membership will be as determined by the committee and will comply with the requirements of the Equality Act 2010 or any statutory modification thereof. Applicants who are considered to be suitable for membership will be allocated membership on a first come, first served basis save that the committee/board of directors/management may in their absolute discretion but only where the number of members in an under-represented has fallen below the agreed minimum and solely to protect against the erosion of that group of members admit in preference to a member of another group an applicant who has a protected characteristic of the under represented group.
4. All participants at the Club, in whatever capacity shall receive fair and equitable treatment in all aspects of their membership.
Officers and employees of the Club
1. The Club will commit to:
• Encouraging equality diversity and inclusion in the Club
• Creating an environment free from bullying, harassment, victimisation and unlawful discrimination promoting dignity and respect for all.
• Commit to train committee members and employees about their rights and responsibilities under the Equality policy.
• Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by members or employees
• Review membership requirements and employment practices and procedures when necessary to ensure fairness.
• Monitor the make-up of the membership and workforce for equality diversity and inclusion and to take appropriate action if required.
2. Ensure all material prepared, produced and distributed by, or on behalf of the Club will endeavour to promote a clear image of diversity within the club.
3. Ensure all participants at the Club, in whatever capacity shall receive fair and equitable treatment in all aspects of their membership.
4. Ensure no job application will be placed at a disadvantage by requirements or conditions which are not necessary to the performance of the job or which constitute unfair discrimination.
5. Ensure clear guidance and communication will be given to all members or individuals either governing or working for the Club on its commitment to Equity through the appropriate mediums.
Compliance/ Diversity Committee
1. Representatives from the committee will be selected to form a Compliance/ Diversity Committee to ensure that the requirements of the Equality Bill and the Terms and Conditions of this Equality Statement are being adhered to and to monitor and evaluate the interpretation of these documents.
2. The Captain will review the Compliance/ Diversity Committee reports on an annual basis, to establish progress against aims and ensure the Statement and Policy remain appropriate and effective.
3. The Compliance/ Diversity Committee shall report directly to the committee with whom overall responsibility for ensuring adherence to the Equality Bill and the Terms and Conditions of this Equality Statement rests.
4. Selection to the compliance/ diversity committee shall be at the discretion of the Captain on an annual basis.
5. The committee will review process and operation to consider the level of compliance in relation to the legislation.
6. The committee should identify areas and processes for change where necessary and make reasonable adjustments to this Statement of Intent and the Equality Policy as required.
7. The committee should record their reasonable conclusions and track progress to completion of any changes that they recommend in consideration of the Act.
1. Any complaint or grievance will be dealt with via the appropriate policy and procedures, e.g. Disciplinary Procedure, Grievance Procedure or Mediation process.
2. Allegations of inequitable behaviour emanating from the actions of an employee of the club will be investigated in accordance with the terms and conditions of employment relating to that employee.
3. Allegations of inequitable behaviour emanating from the actions of the club Professional or any of his staff who are members of the Professional Golfers Association (PGA) will be investigated in accordance with the terms and conditions of the agreed contract between the Club and the Professional staff or if none within the Complaints Procedure applying to a Breach of the Club’s Equity Policy. All incidents and allegations shall be notified to the PGA for their records.
4. Allegations of inequitable behaviour emanating from the actions of a member towards a fellow member, an associate member, a visitor, a guest, an employee, servant agent or service provider will be investigated within the Complaints Procedure applying to a Breach of the Club Equity Policy. If an incident involving a member of the Club is alleged to have occurred touching upon the conduct of a member at another golf club and reported to the Club in accordance with that club’s policies, the member shall be subject to a Disciplinary Hearing at the Club.
5. Allegations of inequitable behaviour emanating from the actions of a casual visitor to the club who is a member of a golf club affiliated to the English, Scottish or Welsh Golf Unions towards a member, an employee, visitor, or guest will be initially investigated by the Secretary/Manager of the Club. If the evidence leads the secretary/manager to conclude that a breach of the Club Equity Policy has likely occurred, the evidence should be passed to the home club of the alleged offender to be further investigated and dealt with in accordance with their Disciplinary Procedures. If the home club declines to investigate the allegation the Club may refer the incident to their County Union/County Association for action under their Disciplinary Policy and Procedures. If the County Union/Association declines to investigate the Club may refer the incident to the relevant Home Golf Union for action under their Disciplinary Policy and Procedures. If such a situation occurs and the allegation is proven, the Club, in addition to any sanction imposed at that hearing, will exercise their own prerogative in respect of initiating an appropriate action and which will be limited to the authority of the Club, against the alleged offender on behalf of the Club.
6. Allegations of inequitable behaviour emanating from the actions of a casual visitor to the club who is not a member of a golf club affiliated to any of the Home Unions towards a member, an employee, visitor or guest will be initially investigated by the Secretary/Manager of the Club. If the evidence leads the secretary/manager to conclude that a breach of the Club Equity Policy has likely occurred, the evidence should be passed to the appropriate authorities for action under the Equality Laws and to the relevant Home Union for action under their Disciplinary Policy and Procedures. If such a situation occurs and the allegation is proven, the Club, in addition to any sanction imposed at that hearing, will exercise their own prerogative in respect of initiating an action against the alleged offender banning them from the Club for a period of time to be agreed. In the event that an allegation is proven the Club (cognisant of Human Rights Law) will use its best endeavours to notify other clubs of the outcome and of the name of the offender.
In all cases the alleged offender will be invited to attend the Disciplinary Hearing. If this invitation is declined then the hearing shall proceed absente reo.
7. If any dispute arises in connection with this policy, the parties will attempt to settle it by mediation in accordance with the Mediation Procedure of the National Golf Club’s Advisory Association (NGCAA). Unless otherwise agreed between the parties, the mediator will be nominated by the Chairman of the NGCAA. To initiate the mediation a party must give notice in writing (‘ADR notice’) to the other party(ies) to the dispute requesting a mediation. A copy of the request should be sent to the NGCAA. The mediation will start not later than 56 days after the date of the ADR notice. The commencement of mediation will not prevent the party(ies) commencing or continuing court proceedings/an arbitration.
Initially, complaints/grievances will be addressed under Club Rule 31, and therefore contact should be via:-
Secretary South Herts Golf Club
London N20 8QU
South Herts Golf Club
Document version 0.1 (draft)