Equality, Equity, Diversity and Inclusion Policy

Gamlingay Community Gym is committed to encouraging equality, equity, diversity and inclusion among our workforce, volunteers, members, contractors and the wider community,  and eliminating unlawful discrimination.

The aim is for staff, volunteers and representative to be truly representative of all sections of society, and for each employee to feel respected and able to give their best. 

The organisation - in providing the gym and associated services and facilities - is also committed against unlawful discrimination of customers or the public.

The policy’s purpose is to:

•               provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time

•               not unlawfully discriminate because of the Equality Act 2010 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. This includes in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities

This policy also reflects the principles set out in the British Sign Language Act 2022 and the Equality Act 2010 (Amendment) Regulations 2023. Gamlingay Community Gym recognises British Sign Language (BSL) as a language of England, Wales and Scotland and is committed to ensuring accessible communication wherever possible. The 2023 amendment clarifies protection against indirect discrimination by association and perception, which this policy also upholds.

This policy applies to everyone connected with Gamlingay Community Gym, including trustees, employees, volunteers, contractors, members, and users of our facilities. We are committed to promoting equality, diversity, and inclusion in all aspects of our work and public service delivery.

The organisation commits to: 

•               Encourage equality, equity, diversity and inclusion in the workplace as they are good practice and make business sense

•               Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued.  

This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.

All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public.

Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities.

Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.

Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.

•               Make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.

•               Decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).

•               Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.

•               Ensure our facilities, services, communications, and events are accessible to all. This includes providing information in accessible formats where possible, making reasonable adjustments for disabled users, and ensuring digital and physical spaces are inclusive and welcoming.

•               Where appropriate, Gamlingay Community Gym may take proportionate positive action to encourage participation or employment from underrepresented groups, in line with Section 158 of the Equality Act 2010.

The organisation will:

Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy.

Monitoring will also include assessing how this policy and any supporting action plan are working in practice. The Trustees will review the policy annually (or sooner if legislation changes) and will take appropriate action to address any identified issues or barriers to inclusion. 

The equality, diversity and inclusion policy is fully supported by the Trustees. 

Use of the organisation’s grievance and/or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.