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Foundation Level of the Equality Standard

Foundation Level of the Equality Standard. Overview. B ackground UK Equality Standard Foundation Level Requirements Timeline. Background.

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Foundation Level of the Equality Standard

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  1. Foundation Level of the Equality Standard

  2. Overview Background UK Equality Standard Foundation Level Requirements Timeline

  3. Background sportscotland’s commitment to the standard including Plan4Sport appointment to 31st March 2013, followed by a potential further two annual contacts, subject to review and appraisal. All SGBS have to achieve their target level of the Equality Standard. Equality policies - all SGBs need to update their policies this financial year; guidance and templates are available. Support from Plan4Sport is based on agreed timelines; budget has been set aside based on those timelines. Support has been agreed, anything additional will be at the SGB expense.

  4. UK Equality Standard • The Standard is a framework for assisting sports organisations to widen access and reduce inequalities in sport and physical activity from under represented individuals, groups and communities. • ‘Owned’ by the five Sports Councils. • Launched in 2004 and revised in 2012.

  5. Equality overview • Legislation – Equality Act 2010. • Applies to employers and service providers. • sportscotland additional duties as a public sector organisation.

  6. Equality Act 2010 All employers and service providers have a responsibility under the law to treat their employees and service users fairly. You are a service provider if you provide goods, facilities or services to the general public or section of it, regardless of whether these are free or paid for

  7. The Act is there to protect people from discrimination: • At work or when using a service • When they take part in the activities of a club, society or association, • so they can be sure that they are not being harmed by other people’s stereotypes or prejudices.

  8. Protected characteristics Age Disability Gender reassignment Marriage and civil partnership Pregnancy and maternity Race Religion and belief Sex Sexual orientation

  9. Prohibited conduct Discrimination – direct or indirect Harassment Victimisation

  10. Reasonable adjustments Duty to make reasonable adjustments to remove barriers for disabled people. Bringing about equality for disabled people may mean: • changing the way in which services are delivered • providing extra equipment • and/or the removal of physical barriers.

  11. Reasonable adjustments If an adjustment is reasonable, you must pay for it. You are not allowed to ask a disabled person to pay for it, even if you have made it in response to their request and even if it has cost you extra to provide it.

  12. Positive Action We can take proportionate action to achieve one of three legitimate aims: • enabling or encouraging people to overcome or minimise disadvantage • meeting different needs • enabling or encouraging participation.

  13. Participation rates by under-represented groups • Certain groups are under-represented relative to the national or local population statistics. • Core should be groups that share protected characteristics.

  14. Participation rates by under-represented groups Benchmarking/data comparison • Census 2011 – Scotland data available from Dec 2012. • Age in 5 year bands and sex for Scotland and each Council area. • Spring 2013 – rolling releases including religion and ethnic groups. • Others later in 2013 e.g. sex and age by ethnic group. What might Scotland census show? • Increase of 7.1% in the population. • Women – will stay roughly equal. • Ethnic minorities – may increase but will not be equally spread geographically. • Disabilities – may increase.

  15. Foundation Level of the Equality Standard • Foundation is “entry” level (goes to Preliminary, Intermediate, Advanced) • British Orienteering achieved Foundation Level (Jul 2007) and Preliminary (Jun 2008) • Scottish Orienteering Association target 31 Dec 2012

  16. Foundation Level Criteria Outcome 1:  Your organisation demonstrates a clear commitment to equality.  Outcome 2:  Your organisation has a policy for equality that has been communicated to staff (paid and unpaid), board, coaches, officials and members/ participants. Outcome 3:  Your organisation is aware of its current profile and position in terms of equality. 

  17. Progress to date • Attended workshop with other SGB • Completed self-assessment template • Skype call and one-to-one • Set responsibility at highest level (SOA President) • Delivered briefing (now!) • Wider circulation of what we are doing (newsletter, emails to Board and Staff) • Draft policy circulated to Board • Staff and Board audit (direct to Plan4Sport) • Review HR Policies and Communications activities

  18. To do list • President’s Job Description to reflect responsibility for equality • Revised Policy to be approved by Board • Revised Policy to be communicated to SOA by e-newsletter, website and Score • Plan4Sport to compile audit responses • Professional Officer to communicate findings (as appropriate) to staff • Plan4Sport to send Audit and Communications template to SOA once approved by sportscotland • Skype call and assessment meeting

  19. Further help and guidance www.equalityhumanrights.com www.equalitystandard.org www.sportscotland.org.uk

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