The Board approved this policy for adoption on 19 January 2017
Mountaineering Scotland will promote equality within Mountaineering, and where it is within its power to do so, eliminate unfair discrimination.
We believe that equality is defined by the terms fairness, justice, inclusion and respect for diversity. It is about making sure that everyone who wants to has an equal chance to participate in and contribute to the aspects of mountaineering that interest them, and that no one is discriminated against unfairly for any reason, including – but not limited to – age, disability, gender reassignment, marital or civil partnership status, pregnancy and maternity, race (which includes ethnic or national origin, colour or nationality), religion or belief, sex and sexual orientation.
Sports equality is also about recognising and acknowledging that inequalities do exist in sport. Mountaineering Scotland will take positive and proactive steps to overcome inequalities which affect individuals and groups with protected characteristics, with the aim of making necessary adjustments and removing barriers to participation wherever this is reasonably possible.
1.1 Mountaineering Scotland believes that equality is defined by the terms fairness, justice, inclusion and respect for diversity. Equality means making sure that everyone has an equal chance to participate in and contribute to their chosen sport or recreation, and that no one is discriminated against unfairly for any reason, including – but not limited to – age, disability, gender reassignment, marital or civil partnership status, pregnancy and maternity, race (which includes ethnic or national origin, colour or nationality), religion or belief, sex and sexual orientation.
1.2 Sports equality is also about recognising and acknowledging that inequalities do exist in sport. Mountaineering Scotland will take positive action to overcome inequalities which affect individuals and groups with protected characteristics, with the aim of making necessary adjustments and removing barriers to participation wherever this is reasonably possible.
1.3 Mountaineering Scotland recognises that achieving improvements in equality in mountaineering activities may require the unequal allocation or redistribution of resources and entitlements in order to overcome previous inequalities or discrimination.
1.4 Mountaineering Scotland is committed to promoting and achieving improvements in equality, and to ensuring that discrimination (intimidation, victimisation, harassment or abuse) and / or inappropriate language or behaviour, once identified, are eliminated. Discrimination on grounds such as those listed in paragraph 1.1 above will not be tolerated. Appendix A includes definitions of the terms used in this Policy.
2.1 Mountaineering Scotland is committed to equality through its Articles of Association. Article 3.7 ‘Openness of the Company’ states:
Membership of the Company is open to all who meet the criteria in Articles 3.2 to 3.6. No applications will be refused on other than reasonable grounds and there will be no discrimination on grounds of any of the protected characteristics set out in section 4 of the Equality Act 2010. The Company will respect the rights, dignity and worth of every member.
2.2 In September 2016 the Board of Mountaineering Scotland approved the Strategic Plan 2017-21 which embeds aims, actions and targets relating to equality in strategic and operational plans. These commit directors, staff and volunteers to the implementation of initiatives which will achieve targets and agreed actions.
2.3 The company has established an Equality Working Group which has the following terms of reference:
2.3 The Board will ensure that Mountaineering Scotland’s commitment to equality is given due regard in the development of all its policies, programmes and services.
2.4 The CEO, with the support of the Board, will address any form of discrimination, harassment or abuse that occurs within the company, defined as the staff, Board members, volunteers, coaches, and activities identified within the scope of the annual Operational Plan and the behavior described (but not limited to) Appendix A.
2.5 Mountaineering Scotland is concerned to ensure that individuals feel able to raise any bona fide grievance or complaint related to such discrimination of behaviour without fear of being penalised for doing so. Any resultant investigation will be conducted impartially, confidentially, and without avoidable delay using the approved Complaints Policy.
2.6 Mountaineering Scotland will comply with its statutory and legislative obligations to eliminate discrimination and will ensure that it will fully inform itself of new developments in terms of anti-discrimination and equalities legislation.
Code of Practice is binding on all Mountaineering Scotland personnel (i.e.
staff, Board members, other volunteers and coaches) and will act as a guiding
principle for all events and activities organised by Mountaineering Scotland
for the benefit of its members and the public.
Scotland recommends that its club members adopt this Policy or produce their
own Policy / Code of Practice.
3.3 Mountaineering Scotland will monitor progress in developing the equality profile of its membership through periodic analysis of equality data provided by its membership system.
4.1 Accountability for equality: Mountaineering Scotland’s Board will ensure that the commitment to, and responsibility for equality is placed at the highest levels in the organisation. The CEO, supported by the Board of Directors, is responsible and accountable for equality within the company. A director shall be nominated by the Board to oversee the implementation and operation of the Policy and Equality Working Group. The Policy will be reviewed at intervals of no more than three years or when necessary due to changes in legislation.
4.2 Staff Time and Resources: The CEO shall ensure that all staff and volunteers are aware of this Policy and that practical guidelines are developed by the Equality Working Group and implemented to ensure its implementation by the Board, Advisory and Working Groups, and staff.
4.3 Employment: The Board is committed to Mountaineering Scotland being an equitable employer that recognises and encourages diversity, inclusion and respect in the workforce. It is committed to having in place employment conditions and practices that ensure all staff and volunteers are treated equitably. Relevant policies relating to recruitment, harassment, bullying, whistle-blowing, grievance and disciplinary procedures are detailed in the Mountaineering Scotland HR Handbook.
4.4 Volunteers: The Mountaineering Scotland Board has implemented a Volunteering Code of Practice which defines the conduct expected of volunteers.
4.5 Training and Development: The Mountaineering Scotland Board is committed to its staff and volunteers having a good understanding of the principles of equality. As such, the CEO will ensure that staff and volunteers receive relevant information relating to equality, including examples of good practice, its impact on sport and recreation, and the progress made by Mountaineering Scotland in achieving its commitment to equality and related objectives.
4.6 Policies and Programmes:
4.7 The Mountaineering Scotland Board, through the Equality Working Group and assessment of Board reports, will review the equality impact of Strategic and Operational Plans through a standing agenda item at each Board meeting.
4.8 Partnership Working
4.9 Communication and Access to Information
This policy is in force from 3 February 2017 and shall be reviewed every three years, with the next review taking place on 3 February 2020.
UK Equality Legislation
The Equality Act 2010 replaced all previous anti-discrimination laws with a single Act. It simplified the law, removing inconsistencies and making the law easier for people to understand and comply with. It also strengthened the law in important ways to help tackle discrimination and inequality.
The Equality Act 2010
If you are an employer, the law generally still applies to you even if your workers are temporary, do not have written contracts of employment or are recruited to other positions such as trainees, apprentices or business partners
Discrimination arising from disability