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1. Statement of Intent

Valuing diversity, reducing inequality and ensuring all people are treated with dignity and respect are fundamental to the White Rose Rugby. We make a firm commitment to developing and supporting our people, so we have a focused, agile, and disciplined work force, properly and appropriately skilled to support the delivery of the organisation’s priorities and objectives, enabling White Rose Rugby to respond to challenges of all young people in today’s society.

Our vision is a future where every child enjoys the life-changing benefits that come from play and sport.

White Rose Rugby is committed to building an environment that celebrates diversity and tackles all forms of discrimination. We will promote equality of opportunity, working to be a role model on equality issues. The commitment outlined in this policy covers all aspects of the organisation and it is expected that all employees, consultants, agency workers, parents/carers and volunteers who work on behalf of, represent or engage with White Rose Rugby will adhere to the principles of this policy.

Everyone involved in White Rose Rugby plays a part in making sure all aspects of our work are inclusive and welcoming of diversity. White Rose Rugby is committed to ensuring that all people irrespective of their protected characteristics of age, disability, colour, race, ethnic origin, gender, gender identity, marital or civil partnership status, pregnancy, nationality, religion or sexual orientation have a genuine and equal opportunity to participate in all our activities.

White Rose Rugby is fully committed to the elimination of unlawful and unfair discrimination and values the differences that a diverse workforce brings to the organisation. This policy has been produced to try to prevent and address any unlawful discrimination or other unfair treatment, whether intentional or unintentional, direct or indirect. White Rose Rugby shall uphold its internal values of trust, integrity, responsibility and partnership working and shall also promote dignity in the workplace through its separate dignity at work policy.

The implementation of this policy and completion of the action areas will be the responsibility of the Directors who will involve all personnel/coaches at all levels. It is the responsibility of everyone involved in White Rose Rugby to ensure the principles of the Equality and Diversity Policy are understood and implemented.

2. Legal Requirements and Definitions

The commitments outlined within this policy are underpinned by White Rose Rugby’s legal obligations. White Rose Rugby takes all claims of inappropriate behaviour, bullying, harassment and/or discrimination, whether direct or indirect by anyone involved with White Rose Rugby seriously.  These claims will be dealt with through the appropriate disciplinary procedures.

Discrimination can take many forms including verbal, physical and online abuse. It is necessary for people to be aware of the different types of discrimination and the impact their actions have on others.

  • Direct discrimination is where a person is treated less favourably than another person because of a protected characteristic. An example of direct sex discrimination would be refusing to employ a woman because she was pregnant
  • Discrimination by association is direct discrimination against someone because they are associated with another person who possesses a protected characteristic (e.g. carers of disabled people);
  • Discrimination by perception is direct discrimination against someone because the other person thinks they possesses a particular protected characteristic (e.g. a heterosexual man who is perceived to be gay);
  • Indirect discrimination occurs where a provision, criterion or practice is applied such that it would be to the detriment of a considerably larger proportion of the relevant group to which the individual belongs than to others. This would not be objectively justifiable and would be to the individual’s detriment. An example of indirect disability discrimination could be requiring interview candidates to quickly read and interpret a long piece of text that could put people with dyslexia at a disadvantage or requiring people to be clean shaven can put some religious groups at a disadvantage
  • Harassment is defined as unwanted conduct that violates a person’s dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment for that person, even if this effect was not intended by the person responsible for the conduct. Employees can now complain of behaviour they find offensive even if it is not directed at
  • Victimisation is considered to take place where someone is treated less favourably than others because they have alleged or supported a complaint or grievance or have given evidence in relation to a complaint.
  • Bullying may be defined as behaviour which is offensive, intimidating, malicious, insulting or an abuse of power through means intended to undermine, humiliate, denigrate or injure. Bullying is not limited to but can include racist, sexist and homophobic language and/or abuse.

White Rose Rugby regards discrimination, harassment, bullying or victimisation as gross misconduct and could lead to dismissal without notice.  All complaints will be taken seriously and appropriate measures including disciplinary action may be brought against any individual who unlawfully discriminates against, harasses, bullies or victimises any other person.

3. Expectations

3.1 As an Employer White Rose Rugby will:

  • Create an environment where equality and diversity is valued, dignity and respect is promoted and all forms of discrimination and inappropriate behaviour are challenged and dealt with through the appropriate disciplinary channels;
  • Continue to lead by example in the development, treatment and consideration of its employees and volunteers and their diverse needs;
  • Operate an open and fair recruitment and selection process and encourage applications from all groups in the community;
  • Ensure selection for employment, promotion, training or other benefits will be on the basis of aptitude and ability (Volunteer recruitment will follow the same principle);
  • Empower our staff and ensure that the pathways into leadership positions are open to all
  • Require all existing and new employees and volunteers to attend regular equality and diversity training and provide additional and appropriate training and guidance to employees and volunteers in fulfilling their role and responsibilities;
  • Provide training to managers to enable them to recognise and challenge unlawful practices and deal effectively with complaints of bullying and harassment;
  • Deter discrimination by making it clear that it is unacceptable and will be treated as a serious disciplinary offence;
  • Investigate complaints of discrimination on any grounds in line with the White Rose Rugby’s disciplinary procedure; and
  • Regularly review policies and procedures to ensure they are in line with best practice and all legal requirements.

3.2 As an Organisation White Rose Rugby:

  • Aims to create an environment in which everyone is respected and valued for the diversity and individuality they bring;
  • Will not tolerate or allow to go unchallenged any form of discrimination, harassment and bullying by any individual towards other individuals whilst engaged in any White Rose Rugby activities;
  • Reserves the right to withdraw their services if anyone they are working with (including but not limited to, partner, school, NGB) participates in discriminatory behaviour. This decision will only be taken after a full investigation in the circumstances
  • Fully support employees who speak out about discriminatory behaviour they have witnessed or experienced through reporting

3.3 White Rose Rugby expects everyone involved in activity connected to White Rose Rugby including those who advocate our work to:

  • Fully adopt and embrace the ethos of equity and diversity as outlined in this policy;
  • Be respectful of all others and not discriminate, bully, harass or victimise anyone;
  • Respect individual difference based on any characteristic;
  • Where necessary explain the policy and its implications to others including children;
  • Be role models for everyone involved in White Rose Rugby activities;
  • Challenge, where appropriate, and report all forms of discrimination, bullying, harassment and victimisation to the White Rose Rugby by emailing; and
  • Assist White Rose Rugby in any investigation and provide accurate unbiased information.

4. Breach of Policy

As stated throughout this policy, White Rose Rugby takes seriously all cases of harassment, bullying, discriminations and victimisation. Any employee, parent, consultant, volunteer who works on behalf of, represent or engages with White Rose Rugby who display any behaviour which is contrary to this policy or its intent will be subjected to the appropriate disciplinary procedure. Any individual may raise a complaint and no employee or volunteer will be penalised for doing so unless it is without foundation and not made in good faith. – whistleblowing

5. Monitoring and Review

Diversity monitoring is considered an essential process for White Rose Rugby to identify patterns and highlight areas of concern. Diversity information provided by job applicants, employees and volunteers for monitoring purposes is kept confidential and in line with the Data Protection Act 1998.

White Rose Rugby will consider and take any appropriate action to address any concerns which may be identified as a result of the monitoring process.

White Rose Rugby cannot lawfully discriminate but White Rose Rugby may use appropriate lawful methods, including lawful positive action, to address the under-representation of any group which White Rose Rugby identifies as being underrepresented.

This policy will be monitored periodically by White Rose Rugby to judge its effectiveness and will be updated in accordance with changes in the law.

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