Equal Opportunities Policy

Equal Opportunities Policy Page 2 of 4

Page 2 of 4

Ratified at 06/04/10 Board Meeting

CONTENTS

Section 1: Policy

Age

Disability

Gender/Sexual Orientation

Overseas Workers

Flexible Hours of Work

Training

Religion

Equal Opportunities Policy Page 3 of 4

Page 3 of 4

Ratified at 06/04/10 Board Meeting

SECTION 1: POLICY

1.1 SALSC aims to be an equal opportunity employer.

1.2 We aim to ensure that no job applicant, employee, volunteer or sport participant receives less

favourable treatment on the grounds of age, religious belief, gender reassignment, disability, race,

colour, nationality or ethnic or national origin, gender, marital status, HIV status, or is disadvantaged

by any condition or requirement which cannot be shown to be justifiable.

1.3 In its employing practices, SALSC is committed to promote equal opportunities, regardless of

religious belief, age, colour, race, creed, marital status, gender, sexual orientation, political affiliation

or ethnic origin. This principle will apply in respect of all conditions of work, holiday entitlement,

work allocation, grading, sickness, training, promotion and redundancy, except as otherwise specified.

1.4 Selection criteria and procedures will be regularly reviewed to ensure that individuals are

selected, promoted, and treated on the basis of their relevant merits and abilities. SALSC is

committed to a programme of action to make this policy fully effective.

1.5 In its policies for the promotion and development is its sport, SALSC is committed to promote

the equal access of all potential users to the sport and its facilities. In the choice of players for

performance training, teams and competitions, SALSC commits itself to selection procedures based

solely on sporting ability and merit.

Age

1.6 We offer employment to any candidate with the required experience or qualifications whose

age does not legally debar them from the work. Whilst we do operate a mandatory retirement policy

for our employees, employees may apply to the management to extend their employment past their

normal retirement age. Owing to the nature of our work and the requirements of the current Health and

Safety at Work Act regulations, SALSC cannot employ those under 16 and may restrict the

employment of those under 18 years of age according to the type of work to be undertaken.

Disability

1.7 SALSC is committed, where possible, to making a particular effort to offer employment

opportunities to suitably qualified people with disabilities. In addition, we avoid unintentional or

passive discrimination by communicating relevant facts about employment and disability to our

regional staff and clients, and continually questioning assumptions about disability.

Gender/Sexual Orientation

1.8 We offer equality of recruitment and employment regardless of gender and/or sexual

orientation. This includes the right not to be discriminated against because of perceived gender or

sexual orientation. Persons who have, or who are undertaking, changes of gender will be supported by

the company.

Overseas workers

1.9 SALSC offers employment opportunities to suitably qualified individuals of any nationality

provided that they are able to demonstrate that they have the right to work in the UK. SALSC will not

arrange work permits on behalf of overseas workers.

Equal Opportunities Policy Page 4 of 4

Page 4 of 4

Ratified at 06/04/10 Board Meeting

Flexible Hours of Work

1.10 SALSC will, where business opportunities allow, discuss restricted hours employment

opportunities to suitably qualified people to meet their social and economic circumstances.

Training

1.11 SALSC will not preclude any member of staff from training on the basis of their sex,

disability, marital status, race, colour, nationality, ethnic or national origin, religious beliefs or hours

worked.

Religion

1.12 SALSC will, where business opportunities allow, discuss restricted hours employment

opportunities to meet their religious beliefs. However, unless this is agreed in writing at either time of

recruitment or at some stage, the company will not allow individuals to take time off during normal

contract core hours and will treat any such absences as an act of misconduct.