Equality Policy

BasketballSUSSEX is fully committed to equality in terms of opportunity and open access. This includes commitment to protecting and tackling discrimination and ensuring that no member of our workforce, volunteer, or member receives less favourable treatment on the grounds of the protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.

Purpose of the Policy

BasketballSUSSEX recognises that certain sections of the community have been affected by discrimination and may be denied the opportunity to participate equally and fully in the sport. 

Legal Requirements

BasketballSUSSEX is required by law not to discriminate against its workforce, volunteers, or membership and recognises its legal obligations under current and relevant acts, including the requirement to make reasonable adjustments to recruitment and employment practices for disabled Management Committee members, volunteers, or workforce staff.

BasketballSUSSEX reserves the right to limit competitions to members who share a characteristic such as age, gender or disability where this is necessary to ensure equitable, safe and equal competition.

Discrimination, Harassment and Victimisation

The Equality Act 2010 states that a person is not allowed to discriminate, harass or victimise another person because they have, are associated with or perceived to have any of the protected characteristics.

Direct discrimination

Direct discrimination involves treating someone less favourably because of a protected characteristic than you would treat others in the same circumstances. 

Discrimination by association

This occurs when a person is discriminated against because they associate, or are associated, with another person who possesses a protected characteristic. 

Discrimination by perception

This is when direct discrimination occurs because others think they possess a protected characteristic.

Indirect discrimination

This occurs when a requirement is applied equally to all, but whether intentional or not, has a disproportionate and detrimental effect on someone with a particular protected characteristic, when this cannot be objectively justified.


Harassment can be described as inappropriate behaviour related to a protected characteristic that is objectionable or causes offence.

Harassment by a third party

The Equality Act 2010 specifies that organisations are potentially liable for harassment of their workforce by a third party on the basis of the protected characteristics. This applies when the harassment has occurred on two or more occasions and where the employer has failed to take reasonably practicable action to prevent or stop it.


Victimisation is when someone is treated badly because they have made or supported a complaint, or it is believed they might do.


A copy of this Policy will be available to all members of our Management Committee (workforce staff), volunteers, and members. All workforce staff, volunteers, and members have responsibilities to respect, act in accordance with and thereby support and promote the spirit and intentions of this Policy and BasketballSUSSEX will take measures to ensure that its policies and practices are non-discriminatory. No one will be placed at a disadvantage by requirements or conditions which are not necessary to the performance of their role or which constitute discrimination and reasonable adjustments will be made for disabled people.

Where possible BasketballSUSSEX will ensure that suppliers, consultants, and advisors used can demonstrate their commitment to the principles and practice of equality.

Positive Action

BasketballSUSSEX may take positive action for any group which share a protected characteristic and are under-represented in the workforce, membership or as participants.

Monitoring and Evaluation

BasketballSUSSEX will monitor and evaluate this Policy, our practices, procedures, and operation on an ongoing basis for its impact with the Chair of the Management Committee having overall responsibility for the implementation of this Policy. Any questions relating to this Policy should be emailed to admin@basketballsussex.co.uk.

Disciplinary & Grievance Procedures

BasketballSUSSEX regards discrimination, harassment or victimisation as serious misconduct and will take appropriate disciplinary action when necessary against any employee, member or volunteer who violates this policy. To safeguard individual rights under this Policy, any workforce staff, volunteer, or member who believes they have suffered or witnessed discrimination, harassment or victimisation within the scope of the policy may raise the matter through the appropriate procedure.

BasketballSUSSEX expect this Policy to be adhered to with appropriate disciplinary action taken against any workforce staff, volunteer, or member who violates this policy.

Everyone should feel able to raise or support a complaint or grievance in good faith and nobody should be subjected to victimisation or any other detriment for doing so.

To report any matter to BasketballSUSSEX, please see our Make a Report website page.

Page last updated: 01/09/2020