1. As the
Governing Body responsible for Sambo (The Association) is responsible for
setting standards and values to apply throughout Sambo at every level. Our
commitment is to confront and eliminate discrimination whether by reason
of age, gender, ability, race, religion, ethnic origin, creed, colour,
social status, or sexual orientation.
Association is an equal opportunities organisation. We are committed to
quality of opportunity within out organisation and to encouraging similar
commitment for every organisation or individual acting within Sambo.
3. Equality of
opportunity at The Association means that in all activities we do not
permit unlawful discrimination of any kind or in anyway treat anyone less
favourably on grounds of age, gender, ability, race, religion, ethnic
origin, creed, colour, social status or sexual orientation. This includes:
advertisement of jobs
b. the selection
of candidates for employment or promotion
c. job location
or working environment
d. pay and
employment terms and conditions
e. the granting
f. the internal
training and development activities
coaching and education activities and awards
h. selection for
to positions within the Association.
4. It is the aim of The Association to
provide all its services in a way that is fair to everyone.
5. It is the aim of The Association in its
relationships with its members/employees and in the provision of its
services not to disadvantage any individual by imposing any conditions or
requirements that cannot be fully justified.
6. In pursuance with this policy The
Association may take special measures/positive action in favour of any
group that is currently under represented in its membership,
representative bodies or workforce. In this it will take account of the
Equal Pay Act 1970
Sex Discrimination Acts 1975,
1986 & 1999
Race Relations Act 1976
Disability Discrimination Act
Rehabilitation of Offenders
Human Rights Act 200
Discipline and Grievance Procedures
Association takes any act of deliberate discrimination (includes bullying
and harassment) very seriously and will take all appropriate disciplinary
action (including dismissal) against any employee/member who is found to
have discriminated against any other person on any grounds already
8. To safeguard
individual rights under the policy any member/employee who believes that
he/she has suffered inequitable treatment within the scope of the policy
may raise the matter through the appropriate grievance procedure.
Monitoring and Evaluation
Association will regularly monitor and evaluate the policy, practices and
procedures on an ongoing basis and will inform member/employees of their
Executive Committee of the Association is responsible for ensuring that
this equity policy is followed and for dealing with any actual or
Executive Committee of The Association has overall responsibility for the
implementation of the equity policy.
12. A copy of
this document will be available to all members/
employees and volunteers of The Association.
members/employees of The Association have responsibilities to respect, act
in accordance with, and thereby support and promote the intentions of this
A person who controls or attempts to control another person by force, fear
Defined under the Disability Discrimination Act 1995 a 'a physical or
mental impairment that has a substantial and long term adverse effect on a
person's ability to carry out normal day to day activities.
The disproportionate deprivation of some or all resources.
The action that people take on the basis of their prejudices, which
results in unfair and unjust treatment.
one person less favourably than another would be treated in similar
requirements or conditions which, on the face of it, apply equally to
all but which in practice, can be met only by certain advantaged
individuals. Such requirements or conditions are lawful only if they can
be objectively justified.
Within the employment context, treating people as individuals and
providing them with opportunities on the basis of their skills, talents
and qualification so that they are neither disadvantaged or denied access
on the grounds of their age, disability, ethnicity, race, sex, or sexual
It is in its simplest sense, 'fairness'. This is the process of allocating
or reallocating resources and entitlements, including power, fairly and
without discrimination. It may also use positive action initiative and
measures to address existing inequities.
Ethnic Minority Communities:
All non-white people.
A form of discrimination that may lead to a breach of statute, as it
constitutes an activity that can be detrimental to members of one
particular race or sex. Harassment can be defined as 'an action or comment
that causes persistent offense to a person or group.'
A range of measures or initiatives intended to redress the effects of past
discrimination. positive Action can be taken to redress balance only
within the bounds of the appropriate legislation.
Negative, irrational feelings, attitudes and opinions that people have
about other people. It suggests prejudging other people without any prior
knowledge of them.
The total effect of racial disadvantage and discrimination, caused
deliberately or inadvertently by individuals, groups or organisations.
The systematic discrimination against one sex (usually one by the other).
The process of labelling or grouping people just because they are members
of a particular visible group. It is assumed that they must also share
particular traits that are considered characteristic of that group.