ࡱ> 352 <bjbjT~T~ 466< #####7777K7 _____:::       $2"$@; #:::::; ##__P ::#_#_ : V@_9II7t:  f 0  %.%%#L:::::::; ; ::: ::::%::::::::: : PRFC Equity Policy To adopt a planned approach to eliminating perceived barriers which discriminate against particular groups. This will include widening the traditional approach and include communities experiencing disadvantage, poverty and health inequalities To ensure that no-one working or wishing to work for or on behalf of the Pulborough RFC (PRFC) receives less favourable treatment on the grounds outlined in the policy statement above To give clear guidance to individual working within PRFC either employed or as volunteers, on the commitment to equal opportunities. To ensure that all those who participate in rugby union, at all levels and in all roles, receive fair and equitable treatment To ensure that the format and content of all competitions, regulations and assessments provide equity for all, except where specific situations and conditions properly or reasonably prevent this To ensure that all materials prepared, produced and distributed by or on behalf of the PRFC promote a clear image of the profile of all those who are apart of the game Implementation The monitoring of practices, procedures and data relating to the operations of competitions, schemes, initiatives and development materials. A regular review of existing rules and regulations to ensure that they do not inhibit the participation of people from groups which may suffer discrimination Increasing collaboration with partner organisations to ensure equity, fair and consistent treatment of all members The provision of appropriate training for all employees, members of the Committee and other key volunteers of PRFC to raise awareness of both collective and individual responsibilities, to support their progress within the Union and, where appropriate, provide specialised facilities, equipment and individual training To ensure this policy is upheld, PRFC may take special measures or positive action in favour of any group which is currently underrepresented in its membership, representative bodies or workforce. In this PRFC recognises its legal obligations under the following acts of Parliament: Race Relations Act 1976 (amendment 2000) Equal Pay Act 1970 Sex Discrimination Acts 1975, 1986, 1999 Disability Discrimination Act 1995 Rehabilitation of Offenders Act 1974 Human Rights Act 1998. Monitoring The Mini, Youth & Senior club Chairman, are responsible for providing information to members about the policy and its implementation and impact. The Chairmen of PRFC will continuously monitor and review the selection criteria and procedures in relation to participation and employment to ensure individuals are selected, promoted and treated solely on the basis of the skills and abilities which are appropriate to the position. PRFC will work with all coaches & members of the committee to ensure that all programmes and initiatives are inclusive. 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