BTC Equity Booklet V5.0 Page 3 of 11 Dec 2023 Head Office will be responsible for monitoring the operation of the policy in respect of employees and job applicants, including periodic departmental audits. 4. RESPONSIBILITY OF STAFF (INSTRUCTORS/COACHES/OFFICIALS) Responsibility for ensuring that there is no unlawful discrimination rests with all staff and the attitudes of staff are crucial to the successful operation of fair employment practices. In particular, all members of staff should: • comply with the policy and arrangements; • not discriminate in their day to day activities or induce others to do so; • not victimise, harass or intimidate other staff or groups who have, or are perceived to have one of the protected characteristics. • ensure no individual is discriminated against or harassed because of their association with another individual who has a protected characteristic. • inform their manager if they become aware of any discriminatory practice. 5. LEGAL REQUIREMENTS 5.1 The BTC is required by law not to unlawfully discriminate against its Stakeholders and recognises its legal obligations under, and will abide by the requirements of, the Equality Act 2010 and any equivalent legislation (as amended) in any UK jurisdiction, Jersey, Guernsey, Gibraltar or the Isle of Man and any later amendments to such legislation or subsequent equality related legislation that may be relevant to Taekwondo. 5.2 The BTC will seek advice each time this Policy is reviewed to ensure it continues to reflect the current legal framework and good practice as described in the Moving To Inclusion Framework 2023. 5.3 The BTC recognises the following as unacceptable: Discrimination, harassment, bullying and victimisation Unlawful discrimination which can take the following forms: 5.3.1 Direct Discrimination Treating someone less favourably than you would treat others because of a Protected Characteristic. 5.3.2 Indirect Discrimination Applying a provision, criterion or practice which, on the face of it, applies to all but which, in practice can disadvantage individuals with a particular Protected Characteristic. Such requirements are lawful only if they can be objectively justified. 5.3.3 Associative discrimination Where an individual is discriminated against, harassed, or potentially victimised because of their association with another individual who has a characteristic outlined above (other than marriage, civil partnership] pregnancy or maternity, however pregnancy or maternity may fall within a sex discrimination claim because of association with a pregnant woman or a woman on maternity leave).
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