BSUK’s Equality & Diversity Policy
BaseballSoftballUK recognises the importance of equality within the sports sector and the wider community on behalf of our staff, members and participants. BSUK is committed to help ensure access to our services and activities for any person regardless of individual circumstance or background.
BSUK recognises that we live in a diverse society and is fully committed to the principles of equality of access and opportunity and to the elimination of unlawful and unfair discrimination.
Equality of opportunity and diversity is fundamental to our vision and values and are supported by appropriate policies, procedures and good practice. All of our Policies and Procedures have been produced to prevent and tackle any potential or current discrimination or other unfair treatment, whether intentional or unintentional, direct or indirect.
Our Equality Policy sets out a number of proactive steps that will be taken to ensure the principles of equality of access and opportunity are adhered to by the BSUK staff and officials in our work and on behalf of our members.
BSUK will seek legal advice each time the policy is reviewed to ensure it continues to comply with all legislation requirements.
Discrimination, harassment and victimisation
Discrimination can take the following forms:
Direct Discrimination. This means treating someone less favourably than you would treat others in the same circumstances.
Indirect Discrimination. This occurs when a job requirement or condition is applied equally to all, which has a disproportionate and detrimental effect on one sector of society, because fewer people from that sector can comply with it and the requirement cannot be justified in relation to the job.
When decisions are made about an individual, the only personal characteristics taken into account will be those which, as well as being consistent with relevant legislation, are necessary to the proper performance of the work involved.
Harassment is described as inappropriate actions, behaviour, comments or physical contact that is objectionable or causes offence to the recipient. It may be directed towards people because of their gender, appearance, race, colour, ethnic origin, nationality, age, sexual preference, a disability or some other characteristic.
BSUK is committed to ensuring that its employees, members, and volunteers are able to conduct their activities free from harassment or intimidation.
Victimisation is defined as when someone is treated less favourably than others because he or she has taken action against BSUK under one of the relevant Acts/regulations (as previously outlined) or provided information about discrimination, harassment or inappropriate behaviour.
BSUK regards discrimination, harassment or victimisation, as described above, as serious misconduct and any employee, volunteer or member who discriminates against, harasses or victimises any other person will be liable to appropriate disciplinary action.
Responsibility, implementation and communication
The following responsibilities will apply:
The BSUK Board has overall responsibility for ensuring that this Equality and Diversity Policy is followed and to deal with any actual or potential breaches.
The CEOs have operational responsibility for the implementation of the Equality and Diversity Policy.
The Head of Development is designated by the Board, with support from relevant staff members, to take day‐to‐day responsibility for implementing the Equality and Diversity Action Plan and this will form part of their work programme.
All employees, volunteers and member organisations have responsibilities to respect, act in accordance with and thereby support and promote the spirit and intentions of the Policy and, where appropriate, individual work programmes will be amended to include equity related tasks.
A copy of this document will be available to all BSUK staff, volunteers, and participants.
BSUK will take measures to ensure that its employment practices are non‐discriminatory.
No job applicant 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.
A planned approach will be adopted to eliminate barriers which discriminate.
Consultants and advisers used by BSUK must be able, where appropriate to demonstrate their commitment to the principles and practice of equity and their willingness to abide by this policy.
The Policy will be communicated in the following ways:
- It will be part of the Employee Handbook and Board resources and reference will be made to it in any codes of practice
- It will be covered in all staff and volunteer induction training
- It will be available on the BSUK website and intranet
- Whenever the policy is reviewed, staff, Board members and volunteers will be encouraged to be part of the review process
Monitoring and Evaluation
The Policy will be reviewed every three years, unless any proposal to the Board, or legislation change, requires an interim review and/or amendment.
The Equality and Diversity Action Plan, created to ensure the intent of this policy is delivered, will be reviewed by the Head of Development, on an annual basis.
As part of the overall strategic plan, the Equality and Diversity Action Plan will be reviewed by the Board on an annual basis and the results will be published both internally and externally.
Disciplinary and Grievance Procedures
To safeguard individual rights under the policy, an employee or volunteer who believes he/she has suffered inequitable treatment within the scope of the policy may raise the matter through the appropriate grievance procedure.
Appropriate disciplinary action will be taken against any employee or volunteer who violates BSUK’s Equality and Diversity Policy.
An individual may raise any grievance and no employee, volunteer or participant will be penalised for doing so unless it is untrue and not made in good faith.
As with all grievance procedures, the final point of appeal relating to this policy is the BSUK Board.
Everyone who participates in baseball or softball is entitled to do so in an enjoyable and safe environment. To ensure this, BSUK has developed principles that all its staff, volunteers and participants should follow.
These principles apply to all participants, young people are entitled to a higher duty of care and to be protected from poor practice or abuse. Abuse can occur within many situations including the home, school and the sporting environment. Some individuals will actively seek employment or voluntary work with children in order to harm them. BSUK is committed to devising and implementing policies so that everyone in the sport accepts their responsibilities to safeguard children from harm and abuse.
This means following procedures to protect children and to report any concerns about their welfare to appropriate authorities.
Everyone working in baseball and softball, either in a paid or in a voluntary capacity, together with those working in affiliated organisations, has a role to play in safeguarding the welfare of children and preventing their abuse. Anyone may have regular contact with children and be a very important link in identifying cases where a child needs protection. BSUK advises that coaches of young players be BSUK qualified and Licenced and that in any case they fully accept the Sports Coach UK Code of Conduct which is included in all BSUK Coaching Course Handbooks.
Please refer to the BSUK Website: Welfare Resources for the Joint Safeguarding Policy and Procedures for more detailed safeguarding information.
BSUK is committed to the following:
- The welfare of young people is paramount
- All young people, whatever their age, culture, disability, gender, language, racial origin, religious belief and/or sexual identity should be able to participate in Baseball or Softball in a fun and safe environment
- Taking all reasonable steps to protect young people from harm, discrimination and degrading
- Treatment and to respect their rights, wishes and feelings
- All suspicions and allegations of poor practice or abuse will be taken seriously, and responded to swiftly and appropriately.
- All BSUK employees who work with young people will be recruited with regard to their suitability for that responsibility, and will be provided with guidance and/or training in good practice and safeguarding procedures.
- That all affiliated organisations will similarly accept responsibility for the welfare of the young people in their care in accordance with the BSUK’s policies and procedures, and will incorporate this within their constitutions
Recruitment, Employment and Deployment of Staff and Volunteers
All reasonable steps must be taken to ensure unsuitable people are prevented from working with young people. The same procedures should be adopted whether those doing the work are paid or unpaid, full or part‐time, or volunteers.
1. Pre-recruitment checks
The pre‐recruitment checks should always be carried out, as follows:
If any form of advertising is used to recruit staff, it should reflect:
- The aims of BSUK and, where appropriate, the particular programme involved
- The responsibilities of the role
- The level of experience or qualifications required (e.g. experience of working with children is an advantage)
- BSUK’s open and positive stance on safeguarding
3. Pre‐Application Information
Pre‐application information sent to interested or potential applicants should contain:
- A job (or role) description including roles and responsibilities
- A person specification (e.g. stating qualifications or experience required)
- An application form
All applicants, whether for paid or voluntary, should complete an application and self‐declaration form which should elicit the following information:
- Name, address and National Insurance Number (to confirm identity and right to work)
- Relevant experience, qualifications and training undertaken
- List of past career or involvement in sport (to confirm experience and identify any gaps)
- Any criminal record (where appropriate and relevant)
- Whether the applicants are known to any children’s social care department as being an actual or potential risk to children or young people: a self‐disclosure question to establish whether they have ever had action taken against them in relation to child abuse, sexual offences or violence
- The names of at least two people (not relatives) willing to provide written references that comment on the applicant’s previous experience of, and suitability for, working with children and young people (previous employer)
- Any former involvement with sport
- The applicant’s consent to criminal record checks being undertaken where appropriate (e.g. if there is regular contact with children)
- The forms should also state that failure to disclose information or subsequent failure to conform to the Code of Ethics will result in disciplinary action and possible exclusion from the activities of BSUK
Checks and References
Disclosure and Barring Service checks will be carried out for all applicable roles.
A minimum of two written references should be taken up and at least one should be associated with former work with children/young people. If an applicant has no experience of working with children, training is strongly recommended. Written references should always be followed up and confirmed by telephone.
A self‐disclosure form should be adopted as part of the BSUK’s Register (registers need to be extended to all those with substantial access to children).
Checks may be carried out with the following organisations that maintain information about individuals who are deemed to be unsuitable to work with children:
In England and Wales: Disclosure and Barring Service (DBS)
In Scotland: The Scottish Office (Social Work Services Group)
In Northern Ireland: The DHSS Pre‐employment Consultancy Service (PECS)
Interview and Induction
It may or may not be appropriate to conduct a formal interview. If it is, it should be carried out according to acceptable protocol.
- Requisite qualifications are substantiated
- They complete a profile to identify training needs/aspirations
- They sign up to the BSUK’s Code of Conduct
- The expectations, roles and responsibilities of the job or role are clarified (e.g. through a formal or informal work programme or goal‐setting exercise)
- Safeguarding procedures are explained and training needs established
Policy revised in August 2016