18 November 2020 / Club News

Equality, Diversity and Inclusion Policy

Clwb Rygbi Pentyrch RFC

Equality, Diversity and Inclusion Policy

Pentyrch RFC is committed to promoting equality, diversity and inclusion in all its activities and within the mind-set of all employees & volunteers, in order to retain a positive organisational culture where everybody feels a part of the Club.

This policy extends to those employed by Pentyrch RFC, our directors, committee, volunteers, players, our customers and suppliers and all third parties carrying out business in the name of Pentyrch RFC, collectively referred to as ‘our people’.

Definitions of the key concepts within equality, diversity & inclusion are found in Appendix 1.


We want to maintain an environment that values the individual and group differences within our work force, our volunteers and our membership. We want to embrace the diversity of backgrounds and perspectives of our people valuing their talent, creativity and contributions.

Pentyrch RFC is committed, not only to our legal obligations not to discriminate, but also to the positive promotion of equality of opportunity and equality of outcome for all our stakeholders. We retain a focus on embedding transparent processes that provide consistency of approach and on increasing diversity across the workforce. However, we also recognise there are barriers at the socio-cultural and political level to society achieving true meritocracy, and therefore, there may be instances where Pentyrch RFC take positive action, as recognised under the Equality Act 2010, as a means to tackle historical inequalities that continue to shape society and the labour market.

Our Commitment to Equality:

Pentyrch RFC will not discriminate against or treat an individual differently on the grounds of any of the 9 protected characteristics, as defined within the Equality Act 2010. These are: age, disability, gender reassignment, race, religion or belief, sex, sexual orientation, marital status/civil partnership and pregnancy and maternity.

The 9 Protected Characteristics:

1. Age - a person belonging to a particular age (for example 32 year olds) or range of ages (for example 18 to 30 year olds).

2. Disability - a person has a disability if she or he has a physical or mental impairment which has a substantial and long-term adverse effect on that person's ability to carry out normal day-to-day activities.*

3. Gender reassignment - the process of transitioning from one gender to another.

4. Marriage and civil partnership - marriage is a union between a man and a woman or between a same-sex couple. Same-sex couples can also have their relationships legally recognised as 'civil partnerships'. Civil partners must not be treated less favourably than married couples (except where permitted by the Equality Act).

5. Pregnancy and maternity - pregnancy is the condition of being pregnant or expecting a baby. Maternity refers to the period after the birth, and is linked to maternity leave in the employment context. In the non-work context, protection against maternity discrimination is for 26 weeks after giving birth, and this includes treating a woman unfavourably because she is breastfeeding.

6. Race - a group of people defined by their race, colour, and nationality (including citizenship) ethnic or national origins.

7. Religion and belief - any religion, including a lack of religion. Belief refers to any religious or philosophical belief and includes a lack of belief. Generally, a belief should affect your life choices or the way you live for it to be included in the definition.

8. Sex - a man or a woman.

9. Sexual orientation - whether a person's sexual attraction is towards their own sex, the opposite sex or to both sexes.

* The Equality Act 2010 defines a disabled person according to the medical model of disability, in which a person’s impairment is seen as disabling. At Pentyrch RFC we acknowledge the Equality Act 2010 definition and will not discriminate against an individual on these grounds.  However, we also recognise the social model of disability, which recognises that disability is caused by how society is organised. Disability refers to the barriers that people with impairments and/or long-term health conditions experience in their day-to-day life, which can be attitudinal, institutional, communicational and/or environmental. By recognising the social model of disability we commit to identifying and removing the disabling barriers that are within our control, such as management practices, the way work is organised and how physical spaces are designed.

Our commitment to protect people from discrimination extends to people with part-time, agency or fixed term contract status and to those who may hold trade union, or other affiliated, membership. Pentyrch RFC seeks to eliminate discrimination across all aspects of our work and against any personal characteristic, including those that are not protected in law, as above.

Types of discrimination:

1. Direct discrimination - where an individual treats someone less favourably “because of” an individual’s protected characteristic. Examples of direct discrimination are: Dismissing someone because of a protected characteristic, deciding not to employ them, refusing them training, denying them a promotion, or giving them adverse terms and conditions because of a protected characteristic.

2. Indirect discrimination - if an employer or organisation has policies or practices which apply equally to everybody they may be committing indirect discrimination if those policies disadvantage someone with a protected characteristic. Examples of indirect discrimination are: Requiring all employees to work on religious days (indirect religion discrimination), implementing a recruitment practice that demands candidates hold UK qualifications (indirect race discrimination), implementing only full time working hours (indirect gender discrimination, as female employees are more likely caregivers and need flexibility/part time work). 

3. Combined Discrimination - this allows individuals to make a combined claim of direct discrimination on the basis of two protected characteristics.

You don't have to have a protected characteristic yourself to be discriminated against. If someone thinks you have a characteristic or associates you with somebody who has a characteristic and treats you less favourably, that's direct discrimination by perception or direct discrimination by association respectively.

4. Discrimination by perception - This allows individuals to make a claim for direct discrimination where they believe they have been treated less favourably because they are perceived to have a protected characteristic. An example of discrimination by perception is where an employer decides not to promote a female employee because they believe her to be pregnant irrespective of whether she is pregnant or not.

5. Discrimination by association - This allows individuals to make a claim for direct discrimination where they believe they have been treated less favourably because of a third party’s protected characteristic. i.e. informal carers. An example of discrimination by perception is an employee is overlooked for promotion because their partner has undergone gender reassignment.

Harassment is also a form of discrimination under the Equality Act 2010. Our people should be treated with dignity and respect and not be subject to harassment, bullying or victimisation.

6. Harassment - behaviour that is deemed offensive by the recipient. Our people can complain of the behaviour they find offensive even if it is not directed at them. Harassment may involve physical acts or verbal and non-verbal communications and gestures.

7. Harassment by a 3rd party - employers are potentially liable for the harassment of their staff or customers by people they don't employ directly, e.g. a contractor. If they are aware the harassment has occurred on more than two occasions and they have done nothing to stop it.

Equality of Outcome & Positive Action:

As well as providing equality of opportunity, Pentyrch RFC believes in attaining a fair outcome for all.  We recognise that sometimes there are cultural and structural inequalities that can prevent, or impact upon an individual’s participations.  Therefore, attaining equality of outcome, in this sense, can require treatment that is not the same for everybody as may be required to tackle inequalities, so that people are able to compete equally.

Positive action is a range of measures allowed under the Equality Act 2010 which can be lawfully taken to encourage and train people from under-represented groups to help them overcome disadvantages in competing with other applicants or colleagues. 


Pentyrch RFC may decide to take steps towards positive action, where we have a justified reason to think that people with a protected characteristic are under-represented in the workforce or suffer a disadvantage because of that characteristic.  We will only use positive action as a proportionate way of addressing the under-representation or disadvantage.  We may also take positive action by targeting certain under-represented groups when determining how and where to advertise job advertisements, by declaring our interest in applications from certain underrepresented groups and within recruitment campaigns, for example, organising or attending open days or events that target certain under-represented groups.  


Implementing this Policy:

Organisational culture and compliance

In order to fulfil our commitment to equality, diversity and inclusion best practice, Pentyrch RFC will provide the following assurances, under the defined headings, to all its people:

  • Actively monitor all areas of employment (including: recruitment and selection, access to development and promotional opportunities, transfers and selection for redundancies, pay and benefits, recognition, references, grievances and disciplinary action, work allocation and any other employment related activities) to ensure there is equal treatment for all employees and that action will be taken where any disparity is found.
  • Seek to challenge and investigate discriminatory behaviour and enforce the disciplinary procedure when necessary
  • Ensure that all staff and Committee members are aware of and fulfil their obligations with regard to equality and diversity issues by

o Ensuring understanding of this policy, and;

o Providing equality and diversity awareness raising to all employees and volunteers as appropriate.

  • Equality impact  assess all new policies to ensure that the policy does not discriminate against any equality strand or group of people.
  • Encourage our people to actively promote an inclusive environment and to respectfully challenge processes and behaviours that may inhibit inclusion.
  • Encourage a culture of open communications and psychological safety in which to explore diversity of employee needs.
  • Monitor the diversity of our workforce and volunteer base via data collection and analysis.
  • Provide supportive measures and reasonable adjustments, where able, to accommodate employee needs.

Recruitment & Selection

  • Advertisements for posts will be reviewed to eliminate any unnecessary terminology, non-inclusive or bias language/imagery.
  • Advertisements for posts will give sufficiently clear and accurate information, including availability of flexible working, to enable potential candidates to make informed decisions.
  • Have a job evaluation process in place to ensure all job descriptions and specifications will include only requirements that are justifiable for the effective performance of the job and that requirements are assessed against capacity levels.
  • Endeavour to recruit from the widest pool of external candidates possible, whilst circulating all opportunities internally.
  • Ensure that recruitment shortlisting is anonymised with fairness and transparency within decision-making.
  • Ensure that selection practices are thorough, are determined against defined criteria, fairly benchmarked and scored, so that all appointments are made on merit.
  • All employees involved in the advertising, recruitment and selection process are trained in unconscious bias, our legal obligations and best practice.
  • Where it is necessary to ask questions relating to personal circumstances, during the recruitment process, these will be related purely to job requirements and asked to all candidates.
  • Take steps to ensure diversity within the workforce and amongst volunteers, to include potential positive action (see Positive Action below).

Learning & Development

  • Encourage all employees to access training and other career development opportunities as appropriate to their experience, abilities and interests.
  • Provide core training to all employees, regardless of a protected characteristic, part-time or fixed term contract status.

Service Delivery

  • Endeavour to promote the inclusion of marginalised, vulnerable or underrepresented groups. We will implement the most appropriate method of positive action to address imbalance and promote inclusion.
  • Ensure our selection and tendering processes address and include equality considerations.
  • Encourage our partners to work with us and adopt our equality principles.


All of our people have a responsibility to adhere to and promote this policy. Therefore, all our people have a responsibility to respect others, not discriminate or harass colleagues, volunteers, clients or any other stakeholder of the company and to report any such behaviour, of which they become aware, to the Chairman.

The General Committee are responsible for monitoring and reviewing this policy and for ensuring that all employment related policies, procedure and practices adhere to this policy.

Making a Complaint:

Any employee, volunteer, player or external stakeholder who feels they have been discriminated against or been subject to harassment, bullying or victimisation, or who believe they have witnessed discrimination, bullying, harassment or victimisation, should raise the matter using the following contact details:

Mr Gary Samuel

Chairman, Pentyrch RFC

Parc y Dwrlyn




Any employee who is found to have committed an act of discrimination, or breached this policy in any other way, will be subject to action under the Disciplinary Procedure, up to and including dismissal. Non–employees will be subject to appropriate formal action that may, depending on the circumstances, involve terminating any contract or agreement, or membership of the Club. Pentyrch RFC will also take seriously any malicious or, in its opinion, unwarranted allegations of discrimination and will take appropriate action, disciplinary or otherwise, where necessary.

Further Information:


Disability Rights UK

Equality & Human Rights Commission



Policy Review

This policy will be reviewed by the General Committee every 2 years or sooner when required.

Policy Adopted: October 2020

Policy Review Date: October 2022


General Committee

Appendix 1

EQUALITY: Equality is about ensuring that every individual has an equal opportunity to make the most of their lives and talents. It is also the belief that no one should have poorer life chances because of the way they were born, where they come from, what they believe, [how they chose to live their lives] or whether they have a disability.

EQUALITY OF OUTCOME: Equality of outcome is focused on equity rather than equality of opportunity and recognises the different barriers that different people will experience.

Equity is the quality of being fair, which can require treatment that is not the same, in order to ensure a fair outcome for all. This approach recognises that there are cultural and structural inequalities that could prevent participation and therefore action may be required to tackle these inequalities so that people are able to compete equally.

Davies, N. and Furlong, C. (2019) Deeds Not Words: Review of Gender Equality in Wales (Phase Two) Chwarae Teg.

DIVERSITY: Diversity is about empowering people by respecting and appreciating what makes them different. Diversity allows for the exploration of these differences in a safe, positive, and nurturing environment. It means understanding one another by surpassing simple tolerance to ensure people truly value their differences.

INCLUSION: Inclusion is an organisational effort and practices in which different groups or individuals having different backgrounds are culturally and socially accepted and welcomed, and equally treated. These differences could be self-evident… or they could be more inherent, such as educational background, training, sector experience, organisational tenure, even personality, such as introverts and extroverts. Inclusion is a sense of belonging.

SOCIAL MODEL OF DISABILITY:  The Social Model of Disability turns the Medical Model approach on its head in arguing that society, not impairment, is the problem. Disability is viewed as something  which is imposed on people with impairments (whether they have a physical impairment, sensory impairment, learning difficulty or mental health condition) by a society which creates barriers to equality. These barriers include: 

  • Lack of access in and around the built environment including transport systems (environmental barriers)  
  • Policies and procedures that prevent the full participation of disabled people within education, the workplace and the wider community (institutional barriers)  
  • Attitudes that regard disabled people as inferior, helpless, weak and vulnerable (attitudinal barriers). 

Disability Wales. An introduction to the Social Model of Disability 


Embracing diversity enables an organisation to attract a broader range of talent. Inclusion enables the organisation to engage with and retain that talent effectively. Studies show that a diverse workforce has a direct correlation to effective performance:

Businesses with a healthy balance of men and women are 21% more likely to outperform their competitors.

Businesses with a good mix of ethnic backgrounds are 33% more likely to outperform their competitors.

Teams that are gender, age & ethnically diverse make better decisions up to 87% of the time




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