Albion Rovers Football Club endorses the principle of Equality and is committed to ensuring that everyone who wishes to be involved with Albion Rovers FC regardless of their role, current or potential:
The Albion Rovers FC Board are publicly accountable for Equality and receives regular updates on Albion Rovers FC activities and the implementation of the Equality Policy from members of staff.
It is the role of the Board to address any actual or potential breaches of the Club’s policy.
The Albion Rovers FC Board Member appointed with responsibility for Diversity and Inclusion will be responsible for monitoring the implementation of Albion Rovers FC’s Equality Policy.
They will have overall responsibility for overseeing the delivery of the Equality Action Plan and the overall progress of Equality within the Albion Rovers FC structures.
Board Member Ben Kearney has lead responsibility for Equality in the Club. He can be contacted via [email protected].
Albion Rovers Equality & Diversity Policy – January 2025
Discrimination has been legally defined through a series of legislative acts, including the Race Relations Act, the Sex Discrimination Act, the Disability Discrimination Act and the Equality Act 2006. In April 2010, the Equality Act 2010 received Royal Assent. The Equality Act 2010 is a new law which harmonises where possible, and in some cases extends, protection from discrimination. It applies throughout the UK and came into force in October 2010.
Discrimination refers to unfavourable treatment on the basis of particular characteristics, which are known as the ‘protected characteristics’. Under the Equality Act 2010, the protected characteristics are defined as age (employment only until 2012), disability, gender reassignment, marital or civil partnership status (employment only), pregnancy and maternity, race (which includes ethnic or national origin, colour or nationality), religion or belief, sex (gender) and sexual orientation.
Under the Equality Act 2010, individuals are protected from discrimination ‘on grounds of’ a protected characteristic. This means that individuals will be protected if they have a characteristic, are assumed to have it, associate with someone who has it or with someone who is assumed to have it.
Forms of discrimination and discriminatory behaviour include the following:
Direct discrimination
Direct discrimination can be described as less favourable treatment on the grounds of one of the protected characteristics.
Indirect discrimination
Indirect discrimination occurs when a provision, criterion or practice is applied to an individual or group that would put persons of a particular characteristic at a particular disadvantage compared with other persons.
Discrimination arising from disability
When a disabled person is treated unfavourably because of something connected with their disability and this unfavourable treatment cannot be justified, this is unlawful. This type of discrimination only relates to disability.
Harassment
Harassment is defined as unwanted conduct relating to a protected characteristic that has the purpose or effect of violating a person’s dignity, or which creates an intimidating or hostile, degrading, humiliating or offensive environment for that person.
Victimisation
It is unlawful to treat a person less favourably because he or she has made allegations or brought proceedings under the anti-discrimination legislation, or because they have helped another person to do so. To do so could constitute victimisation.
Bullying
Bullying is defined as a form of personal harassment involving the misuse of power, influence or position to persistently criticise, humiliate or undermine an individual.
