Introduction 

 1.1 Swim Ulster, a region of Swim Ireland, is the governing body for Swimming, Diving, Water Polo, Synchronized Swimming, Masters and Open Water Swimming in Ulster.   

2.1 Swim Ulster recognises that certain sections of the community have been affected by past discrimination and may have been, or may still be, denied the opportunity to participate equally and fully in the sport of swimming at all levels. 

  2.2 Swim Ulster has adopted this policy to prevent/tackle any potential/current discrimination or other unfair treatment, whether intentional or unintentional, direct or indirect, against employees and members in aquatic disciplines under its jurisdiction.

 2.3 Other Swim Ulster policies, such as employment and recruitment, complaints and disciplinary, will address equiality and this policy will provide the overall framework for this to happen. 

  3  Statement of Commitment  

 3.1 Swim Ulster is fully committed to the principles of equality and is responsible for ensuring that no job applicant, employee or member receives less favourable treatment on the grounds of age, gender (including transgender status), disability, race, ethnic origin, nationality, colour, marital or civil partnership status, caring responsibilities, pregnancy, religion/belief, class or social background, or sexual preference.  

 3.2 Swim Ulster’s vision is “to ensure that every single person in Ulster has access to quality swimming programmes, regardless of age or ability”. To this end Swim Ulster will endeavour to provide open access to all those who wish to participate in swimming within the competitive environment through its clubs and it will work closely with key partners and local authorities to help influence other organisations do the same within different aspects of the sport.

 3.3 All staff, Board and Committee members will be required to sign an equiality code of conduct, committing them to treat all colleagues, partners and members with dignity, fairness and respect.  

3.4 As part of its work to make swimming more equitable, Swim Ulster is committed to achieving the Equality Standard: A Framework for Sport (“Equality Standard”). The Equality Standard is a framework that sports organisations can use to help take steps towards achieving equality, making sure all policies, procedures and decisions are fair. It also encourages and helps sports organisations to identify under-privileged or under-represented groups within their sports/organisation, and to attempt to eliminate the barriers that may be affecting their ability to take part in sport. Based on a four tier system, Swim Ulster is currently working towards the Foundation level (level one) of the Equality Standard.   

4 Actions   

4.1 Swim Ulster has produced and is maintaining an action plan to ensure the commitments made within this policy are delivered.   

4.2 The functions of all areas of the organisation are incorporated into the action plan, which will stand alongside the overall corporate plan and annual business plans. It will be reviewed and updated on an annual basis.   

4.3 Swim Ulster recognises that, in some cases, to achieve equality, unequal effort is required and, if appropriate, will consider positive action to tackle under-representation.   

5 Legal Requirements   

5.1 Swim Ulster is required by law not to discriminate against its current, or potential, employees and is committed to abide by its legal obligations under the following:   

 Equal Pay Act 1970/1984.  

 Rehabilitation of Offenders Act 1974.  

 Sex Discrimination Act 1975 & Sex Discrimination (Gender Reassignment) Regulations 1999 (Amendment 2008).  

 Race Relations Act 1976 (as amended in 2000).  

 Disability Discrimination Act 1995 (as amended in 2005).  

 Protection from Harassment Act 1997.  

 Human Rights Act 1998.  

 Children Act 2004.  

 Employment Equality (Sexual Orientation) Regulations 2003.  

 Employment Equality (Religion and Belief) Regulations 2003.  

 Gender Recognition Act 2004.  

 Civil Partnership Act 2004.  

 Employment Equality (Age) Regulations 2006.  

 Equality Act 2006   The Equality Act (Sexual Orientation) Regulations 2007.  

 Any later amendments to the above Acts/regulations, or future Acts/regulations that are relevant to Swim Ulster.   

5.2 Swim Ulster will seek legal advice each time the policy is reviewed to ensure it continues to comply with all legislation requirements.   

6  Discrimination, Harassment and Victimisation  

 6.1 Swim Ulster is committed to everyone having the right to enjoy their sport in an environment free from the threat of discrimination, harassment, victimisation, intimidation and abuse.  

 6.2 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. 

 6.3 Swim Ulster will not tolerate discrimination on the grounds of age, gender (including transgender status), disability, race, ethnic origin, nationality, colour, marital or civil partnership status, caring responsibilities, pregnancy, religion/belief, class or social background or sexual preference. 

 6.4 Swim Ulster regards discrimination, harassment, bullying, victimisation, intimidation or abuse as serious misconduct. Any member who discriminates against, harasses, bullies, victimises, intimidates or abuses any other person will be liable to action under Swim Ulster Complaints and Disciplinary Procedure. Any employee who discriminates against, harasses, victimises, intimidates or abuses any other person will be liable to action under the Company’s disciplinary procedure.  

 7 Responsibility, Implementation and Communication   

7.1 The following responsibilities will apply:  

 7.1.1 The Board are publicly accountable for equity and will receive regular updates on implementation of the Equality Policy and progress towards the Equality Standard from the member of staff with the remit for equity. It is their role to deal with any actual or potential breaches of the policy.

   7.1.2 Swim Ulster will ensure that it has a staff member responsible for coordinating work to embed Equality within the organisation. He/she will have overall responsibility for overseeing the delivery of the equity action plan and the overall progress and status of eqality within Swim Ulster. He or she will be responsible for reporting regularly to the Board.  

7.1.3 The Swim Ulster Board will identify a member to sponsor/champion equality at  Board level. They will be responsible for advising the Lead Equality Officer in areas such as policy development and the equality action plan.  

 7.1.4 All employees and members 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 equality related tasks.   

8 Implementation   

8.1 The new/amended policy will be implemented immediately following Board agreement and, at a corporate level, will result in the following:   

8.1.1 Swim Ulster will take measures to ensure that its employment practices continue to be non-discriminatory.   

8.1.2 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.   

8.1.3 A planned approach will be adopted to eliminate existing barriers which prevent anyone accessing Swim Ulster information, services, and professional or voluntary positions.  

 9 Communication   

9.1 The newly revised policy will be communicated in the following ways:   

9.1.1 A copy of this document will be communicated to all staff (both permanent and contract) and members of Swim Ulster.   

9.1.2 It will be part of the staff handbook and reference will be made to it in all Codes of Conduct.  

9.1.3 It will be covered in all staff and volunteer induction training.   

9.1.4 All clubs will be made aware of the policy’s existence and will be required to adopt and implement an Equality Policy of their own under the direction of Swim Ulster 

9.1.5 It will be available as a download on the Swim Ulster Web site.  

9.1.6 Swim Ulster will make sure all partners understand the commitment to equality, via this policy, and the commitment to working toward the Equality Standard.  

9.1.7 A mechanism will be put in place to allow all staff, members, and partners to be part of the consultation process when reviewing this equality policy.   

10 Monitoring and Evaluation   

10.1 Once approved in 2009, the policy will apply until the corresponding calendar month in 2011 and any amended version thereafter will apply for 2 years before a formal review takes place, unless any proposal to the Board, or legislation change, requires an interim review and/or amendment.   

10.2 The implementation of the equality policy will be monitored by the Business Manager.   

10.3 An annual monitoring report will be produced by the Business Manager for the Board. This will be published internally and, where appropriate, externally, to show the impact of this policy.   

11 Complaints and Disciplinary Procedures   

11.1 To safeguard individual rights under the policy a member who believes that he/she has suffered inequitable treatment within the scope of the policy, may raise the matter with Swim Ulster. An employee, who believes that he/she has suffered inequitable treatment within the scope of the policy, may raise the matter through their line manager.  

 11.2 Disciplinary action will be taken against any employee or member who is deemed to have violated Swim Ulster's Equality Policy.  

12 Further Information   

12.1 For further information on the Swim Ulster Equality Policy, please contact the Swim Ulster Business Manager at the Swim Ulster office, House of Sport, Upper Malone Rd, Belfast, BT9 5LA (028 90383807).

Appendix 1

Key Definitions

Equity is fairness. All people are respected and treated without discrimination and there is access and equality of opportunity for all. To achieve equity, it is important to understand that people’s needs differ, and that unequal effort or distribution of resources might be required in order to offer equality of opportunity or access.

Equality is “the state of being equal”. To achieve equality, an organisation should ensure members from all community groups are offered the same opportunities.

Equal Opportunity is the prevention, elimination or regulation of discrimination between people because of their sex or marital status, race, disability, age, sexual orientation, language or social origin, religious or political beliefs.

Direct Discrimination. This means treating someone less favourably than you would treat others in the same circumstances.

Indirect Discrimination. This occurs when a requirement or condition is applied equally to all, which has a disproportionate and detrimental affect on one sector of society, because fewer from that sector can comply with it and the requirement cannot be justified.

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.

Victimisation is defined as when someone is treated less favourably than others because he or she has taken action against Swim Ulster under one of the relevant Acts/regulations.