Equality and Diversity

Session learning outcomes You will be able to say what Equality and Diversity means You will be more aware of areas of discrimination that are covered by the law, your Club and LFE regulations/guidance.

Session content A mix of input and sharing of information and practical activities You will produce evidence from this session that forms part of your induction The evidence from this session will be useful to you during your programme and will also be referred to again by your Regional Officer

Activity 1 - What is equality? Is it?.... Everyone is treated the same OR Everyone is treated differently according to their needs OR Everyone must conform or be the same

What is diversity? Is it?.... We are all different and everyone has something to contribute OR We are all different so some groups in society need to be treated differently

How does this affect you? As an employee of the Club As an athlete As an Apprentice As a young person under-18 As a UK citizen

Ethnicity and religious belief Dislike and fear of racial and ethnic groups, their culture and religion is one of the issues we face in Britain today Where a person comes from and what they believe really does matter If you wish to be respected for your culture then you should respect other people’s and get to know about what they consider important

Religion and Belief Regulations passed in 2003 say that: People are protected from discrimination on the grounds of their religion or belief People are protected from discrimination on the grounds of assumptions about their religion or belief Does not apply to political views

Race Relations Act 1976 No-one may discriminate on the basis of colour, race, nationality or ethnic or national origin No-one may treat someone less favourably because of their race

How is disability defined? Any person with a physical or mental impairment which has a substantial and long-term adverse effect on his/her ability to carry out normal day-to-day activities This includes progressive conditions such as MS, HIV, cancer

Disability Discrimination Act 1995 The Act makes it unlawful to discriminate against disabled persons in connection with employment, the provision of goods, facilities and services or the disposal or management of premises The Act requires employers to make provision (reasonable adjustments) in the employment of disabled persons

Sexuality Regulations passed in 2003 say that: People should not be discriminated against on the grounds of their sexuality People should not be discriminated on the grounds of assumptions about their sexuality Civil Partnership Act 2004 gives partners the rights to employment benefits and other legal rights

Gender The law (1975) says that: No person may be treated less favourably on the grounds of their sex than others are or would be under the same circumstances It is unlawful to discriminate against a married person on the grounds of their marital status It is unlawful to discriminate on the grounds of pregnancy or childbirth

Gender You may not make a stereotypical assumption about a man or woman’s ability to do a type of work It is no defence, for example, to say you think a woman cannot work on a building site because the work seems too hard - or that a man cannot do child care because men do not have the skills to care for children

Too old, too young? Regulations passed in 2006 say: People should not be discriminated against on the grounds of their age Applies to both young and older people Covers employment and vocational training