a) The Golf Foundation recognises that certain sections of the community may experience discrimination in sport and therefore may be prevented from participating fully and equally in either the administration or playing of sport.
b) The Golf Foundation is committed to challenging discrimination within golf, and enabling those who wish to be involved in the sport to do so in whatever capacity or at whatever level they choose and is appropriate.
a) The Golf Foundation is fully committed to supporting the principle and practice of equality of opportunity. No participant, volunteer, job applicant or employee should receive less favourable treatment on the grounds of age, gender, parental or marital status, colour, race, ethnic origin, religious beliefs, disability, or sexual preference, or should be disadvantaged by conditions or requirements that cannot be shown to be relevant to performance.
b) The Golf Foundation is also committed to promoting equal access to golf, and its facilities for all potential participants, by identifying potential barriers to involvement, and implementing best practice policies and procedures to overcome such barriers.
3) COMMITMENT TO ACTION
a) The Golf Foundation will take all reasonable actions to:
i) Ensure that no individual or group will be discriminated against in their pursuit of inclusion into the game of golf or its administration for any personal characteristic other than those necessary to the proper performance of the work involved or the membership applied for.
ii) Produce and maintain an action plan for the Golf Foundation to ensure that the intent articulated in this statement is delivered through the policies, procedures and practices.
iii) Consider the use of appropriate action, to tackle under-representation where it has been identified.
iv) Publicise the adherence of the Golf Foundation to the principles of equity, equality and equality of opportunity and encourage other organisations and individuals to adopt and implement their own equity policies.
v) Have policies and procedures to prevent unfair treatment, discrimination (whether direct or indirect), harassment or victimisation of its employees, members or volunteers.
vi) Continually improve systems and learn lessons from breaches of policy and procedures
vii) Provide support and training opportunities to staff and volunteers to foster a greater understanding of equity issues
4) LEGAL REQUIREMENTS
a) The Golf Foundation is required by law not to discriminate against its employees and recognise its legal obligations under, and will abide by the requirements of the relevant legislation.
5) DISCRIMINATION, HARASSMENT AND VICTIMISATION
a) The Golf Foundation is committed to ensuring that its employees, members, participants and volunteers are able to conduct their activities free from direct or indirect discrimination, harassment or inappropriate behaviour.
b) Direct discrimination means treating someone less favourably than you would treat others in the same circumstances.
c) Indirect discrimination occurs when, intentionally or not, a requirement or condition is applied which disproportionately and detrimentally affects one sex, race, or other group more than another when the requirement has no justification.
d) Harassment is defined as inappropriate actions, behaviour, comments or physical contact that is objectionable or causes offence to the recipient. It may be directed towards people because of their gender, appearance, race, colour, ethnic origin, nationality, age, sexual preference, disability, or some other characteristic.
e) Victimisation means treating someone less favourably than another on the grounds that he or she has made a complaint of discrimination or harassment through internal procedures or external means against the Golf Foundation.
f) The Golf Foundation regards discrimination (whether direct or indirect), harassment or victimisation, as serious misconduct and any employee, volunteer, or member will be dealt with in accordance with the disciplinary procedures.
a) The intent of this statement will be implemented through the appropriate policies and procedures of the Golf Foundation.
b) The Chief Executive is tasked with ensuring that the principle of equality is applied through the operations of the organisation but it is ultimately the responsibility of the Board to ensure that the policies, procedures and activities of the Golf Foundation are consistent with this statement.
c) The Golf Foundation has the right to discipline any of its employees, members or volunteers, under the terms of its policies and procedures, who practise any form of discrimination on the grounds of age, gender, parental or marital status, colour, race, ethnic origin, religious beliefs, disability, or sexual orientation.
d) The Golf Foundation will develop and publicise its equity and equal opportunities policy, in order to implement the intent of this statement. Where a person wishes to make a complaint about discrimination, harassment or victimisation in golf, they should consult the equity and equal opportunities policy and contact the Chief Executive Officer. Complaints about the Chief Executive Officer should be referred the Chairman.
7) UNFAIR TREATMENT
Any person who feels that they have not been treated fairly and in accordance with this policy should contact the Chief Executive who will in turn inform the Chairman of the Trustees.