Equality & Equal Opportunities


Barry Town United Football Club (The Club) is responsible for setting standards and values to apply throughout the club at every level. Football belongs to and should be enjoyed by anyone who wants to participate in it.


This policy aims to create an inclusive environment where everyone is treated fairly and with respect and can take part in and enjoy our activities. It ensures the club provides access and opportunities for all members of the community.


A club official will be designated as an “Equality Champion” who will be responsible for the implementation of this policy and for achieving any equality related actions resulting from it. A member of the Board will also be appointed as an “Equality lead” and will ensure that equality is included as an agenda item at Board meetings when appropriate and that the Board considers equality issues when making decisions.


Our commitment is to confront and eliminate all discrimination and to provide equal opportunities for all.

The Club is committed to a policy of equal treatment of all its members and requires all members to abide and adhere to these policies and the requirements of the Equality Act 2010.

The Club in all its activities will not discriminate or in any way, treat anyone less favourably on grounds of age, ability or disability, gender, gender reassignment sex, sexual orientation, marital status, ethnic, natural or social origin, skin colour, race, religion or belief, language, political opinion, or wealth.

The club will ensure it treats people fairly and with respect and that it will provide access and opportunities for all members of the community to take part in and enjoy its activities.

The Club operates a zero-tolerance approach to discrimination whether physical, emotional or verbal and will not tolerate harassment, bullying, abuse or victimisation of an individual or group of people on the above grounds.

The Club commits itself to take complaints seriously and will immediately investigate any claims of discrimination on the above grounds when brought to its attention, in whatever context it occurs. All complaints where necessary may be passed to external organisations, such as the police or football authorities. Where found to be the case, appropriate immediate action will be taken to stop such behaviour and any disciplinary sanctions will be imposed as appropriate, to hold perpetrators to account.

The Club are committed to providing ongoing training and awareness-raising events, to promote the eradication of discrimination and promote equality in football.

The Club will monitor the representations of the club’s officers and members regarding information such as age, gender, ethnicity, sexual orientation, religion or belief, and disability and will take positive action where under-representation and or inequalities exist in meeting the aims and commitments set out in the equality policy. Monitoring will also include assessing how the commitments in the equality policy, are working in practice, reviewing them annually, considering and taking action to address any issues that arise.

The Club will review employment practices and procedures frequently to ensure fairness, and also update all policies to take account of changes in the law.

This policy is fully supported by the Clubs Board and Officers.

Policy approval date: 5th March 2021


APPENDIX – Relevant legislation and forms of unacceptable discrimination

Discrimination has been legally defined through the Equality Act 2010.

In April 2010, the Equality Act 2010 received Royal Assent. The Equality Act 2010 is a law which harmonised where possible, and in some cases extended, 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, disability, gender reassignment, marital or civil partnership status, pregnancy and maternity, race, 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 are 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.

Associative discrimination

Discrimination can also occur when someone discriminates against someone because they associate with another person who possesses a protected characteristic. An example of this is if ‘A’ does not give ‘B’ – a job applicant, for example – the position, even though they have met all of the competencies for the role, just because ‘B’ has told ‘A’ they have a partner with one or more Protected Characteristics.

Discrimination by perception

Discrimination by perception can occur when someone discriminates against an individual because they think they possess a particular protected characteristic and this applies even if the person does not actually possess that characteristic. An example of this is if ‘B’ is selected for redundancy by ‘A’ because they perceive ‘B’ to have a progressive condition i.e. they are disabled.

Discrimination arising from disability

It is unlawful when a disabled person is treated unfavourably because of something connected with their disability and such unfavourable treatment cannot be justified. This type of discrimination only relates to disability.


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.


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 would constitute victimisation.


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.

For further information and advice on the Equality Act visit: https://www.equalityhumanrights.com/en/equality-act-2010/what-equality-act


Equality of opportunity at Barry Town United Football Club ‘The Club’ means that in all our activities we will not discriminate or in any way treat anyone less favourably, on grounds of age, ability or disability, gender, gender reassignment sex, sexual orientation, marital status, ethnic, natural or social origin, skin colour, race, religion or belief, pregnancy and maternity, language, or wealth.

The Club will ensure that its recruitment procedures are fair and non-discriminatory. We will ensure that no job applicant suffers discrimination because of any of the Protected Characteristics contained in the Equality Act 2010.

As well as complying with legislation we will promote equality by taking positive steps to counteract the effects of physical or cultural barriers – whether real or perceived – that restrict the opportunity for all sections of the community to participate equally and fully.

The Club will therefore seek to institute, support or contribute to appropriate measures or initiatives that enable access to our club, as well as require participation in associated activities by people from any group that is under-represented in the club or has difficulty accessing it.

All vacancies will be advertised appropriately to ensure that all potential applicants are informed of available opportunities. Equal opportunities statements will be present in all job advertisements.

All recruitment publicity will be designed to positively encourage applications from suitably qualified and experienced people, particularly those from under-represented groups and will avoid any stereotyping of roles or non-inclusive language.

The Club will ensure at all times it selects the most suitable person for the role in respect of skills, experience, and qualifications, irrespective of any of the Protected Characteristics or by any other unjustifiable condition or requirement.

All those involved in the recruitment processes will receive appropriate training to limit any potential bias in decision making.

Recruitment monitoring information will be obtained from all applicants and Positive Action will be applied when and where appropriate to address under-representation of the club’s workforce.

The Club are committed to the following:

1. Equality and fairness in all areas of employment, including in recruitment, training and promotional opportunities.

2. Pro-actively tackling discrimination and inequality, to ensure that no individual or group is directly or indirectly discriminated against for any reason with regard to employment or accessing and participating in all activities.

3. This policy applies also to contractors and sub-contractors of the Club. The Club will monitor the performance of contractors and/or third parties and take all necessary steps to ensure good performance and compliance with appropriate behaviours. If any issues become apparent with regards to diversity or equality in relation to any contractor or a third party, these will be taken very seriously by the Club and raised and addressed in the strongest possible terms with the contractor or third party.

4. As an employer committed to diversity and equality the Club recognises its success depends on creating an inclusive environment for all club officers and members and will develop supporting policies and procedures to achieve this.

5. The Club will aim to complete Equality Impact Assessments to ensure that all of its policies take account of equality considerations, which affect its officers and members and applicants for posts to try to minimise or remove any potential disadvantages to under-represented groups.

6. The Club will ensure that appropriate monitoring is undertaken. If, through such monitoring or any other means, any discrimination or discriminatory practice is identified the Club will take corrective action to eliminate it.

7. All Officers and Members have a responsibility to guard against any form of discrimination and avoid any action which goes against the spirit of this policy. Officers and Members must always ensure that there is no discrimination in any of their decisions or behaviour and must report any discriminatory behaviour they witness in line with the Clubs reporting procedures.

The clubs “Equality Champion” is responsible for the implementation and monitoring of this policy, along with the “Equality Lead” on the Board, however, all Club Officials and Members have a role to play in achieving its objectives.

This policy is fully supported by the Club’s Board and Officers.

Policy approval date: 5th March 2021