Together - Equality, Diversity, Respect
Wigan Athletic is committed to ensuring there is no discrimination in any area of the club, its registered charity Wigan Athletic Community Trust and the DW Stadium. Working Together we aim to ensure that no supporter, visitor, job applicant or employee will receive less favourable treatment on the grounds of age, disability, ethnicity, gender, religion or sexual orientation.
The Club will not under any circumstances tolerate any form of racially based harassment or discriminatory behaviour or actions whether physical or verbal within the Stadium. Anyone taking part in such activity may face arrest, prosecution, confiscation of their season ticket and being banned from all future games involving the Club.
We actively work throughout the community promoting social inclusion campaigns. As such, we participate in a number of initiatives, some in partnership with other organisations, aimed at eliminating discrimination from football permanently.
In May 2014, Wigan Athletic became one of only a few clubs outside of the Premier League to achieve the Kick It Out Equality Standard – Preliminary Level, and we are now working towards gaining the Premier League Equality Standard - Intermediate Level.
Should any supporter witness any form of discriminatory behaviour within the stadium please report it to the nearest steward or text WIGAN to 80800, our incident reporting line, providing details of the stand name, row number, seat number and description of the offender and incident.
KICK IT OUT have released the second version of its reporting app, providing users with the ability to attach video, photo and audio evidence to complaints to help support investigations into discriminatory abuse and behaviour across football.
EQUALITY AND DIVERSITY POLICY
Wigan Athletic Football Club (hereafter referred to as ‘the Club’) is an equal opportunity employer. We are committed to ensuring within the framework of the law that our workplaces, employees, workers and job applicants are free from unlawful or unfair discrimination irrespective of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex or sexual orientation. These are known as “protected characteristics”.
We aim to ensure that our employees achieve their full potential and that all employment decisions are taken without reference to irrelevant or discriminatory criteria. We have adopted this policy as a means of helping to achieve these aims.
What is discrimination?
discrimination occurs where someone is treated less favourably than another person because they have a protected characteristic; they are thought to have a protected characteristic; or they associate with someone who has a protected characteristic. Direct discrimination may occur even when unintentional.
discrimination occurs where a provision, criterion or practice that applies to everyone particularly disadvantages people who share a protected characteristic. For example, a requirement for GCSE English as a selection criterion. This would have a disparately adverse impact on people educated overseas and may not be justified if all that is needed is to demonstrate a reasonable level of literacy.
is defined as unwanted conduct related to a relevant protected characteristic, which has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for an individual. Harassment is covered in more detail in the Club’s Harassment policy.
occurs where an individual is subjected to a detriment because they have carried out (or it is believed that they have carried out or may carry out) a “protected act”. A protected act is any one of the following:-
- Bringing proceedings under the Equality Act 2010 (“the Act”).
- Giving evidence or information in proceedings under the Act.
- Doing anything which is related to the provisions of the Act.
- Alleging that another person has done something in breach of the Act.
We are committed to ensuring that all of our employees and applicants for employment are protected from unlawful discrimination in employment and will endeavour to comply with the requirements and principles of the Equality Act 2010 and also regulations as laid down by the relevant league to which the Club is a member (i.e. the Premier League and/or Football League) and the rules of the Football Association, and/or other competitions in which the Club participates.
Recruitment and employment decisions will be made on the basis of fair and objective criteria. Person and job specifications shall be limited to those requirements which are necessary for the effective performance of the job. A person and/or job specification should be prepared for every job vacancy. The job specification will be used to write job advertisements, short list applicants for interview and in the final selection of new employees.
All job vacancies will be advertised internally by e-mail and displayed on departmental notice boards. External job advertisements will be placed in those publications most appropriate for the effective recruitment of suitably qualified personnel.
The Club will produce a standard job application form to be used for all applications. Exceptions will be made where the applicant has a disability which makes completion of such a form difficult. In such cases a C.V. or alternative will be accepted.
Interviews will be conducted on an objective basis and personal or home commitments will not form the basis of employment decisions except where necessary and relevant.
All employees have a right to equality of opportunity and a duty to implement this policy. Discrimination is a serious disciplinary matter which will normally be treated as gross misconduct.
Anyone who believes that he or she may have been disadvantaged on discriminatory grounds should raise the matter through the Club’s grievance procedure.
Unlawful Reasons for Discrimination Under the Equality Act 2010
It is not permissible to treat a person less favourably because of their age. This applies to people of all ages.
It is not permissible to treat a disabled person less favourably than a non-disabled person. Reasonable adjustments must be made to give the disabled person as much access to the service and ability to be employed, trained, or promoted as a non-disabled person.
The club has a duty to make reasonable adjustments to facilitate the employment of a disabled person. These may include:
- Making adjustments to premises;
- Re-allocating some or all of a disabled employee’s duties;
- Transferring a disabled employee to a role better suited to their disability;
- Relocating a disabled employee to a more suitable office;
- Giving a disabled employee time off work for medical treatment or rehabilitation;
- Providing training or mentoring for a disabled employee;
- Supplying or modifying equipment, instruction and training manuals for disabled employees; or
- Any other adjustments that the Club considers reasonable and necessary provided such adjustments are within the financial means of the Club.
If an employee has a disability and feels that any such adjustments could be made by the Club, they should contact their supervisor or manager.
It is not permissible to treat a person less favourably because they are proposing to undergo, they are undergoing or have undergone a process (or part of a process) for the purpose of reassigning their sex.
Marriage & Civil Partnership
It is not permissible to treat a person less favourably due to the fact they are married or a civil partner.
Pregnancy & Maternity
It is not permissible to treat a person less favourably due to pregnancy or maternity.
Race, Colour, Nationality and Ethnic Origin
It is not permissible to treat a person less favourably because of their race, the colour of their skin, their nationality or their ethnic origin.
Religion or Belief
It is not permissible to treat a person less favourably because of their religion, religious or philosophical beliefs, or lack of the same.
It is not permissible to treat a person less favourably due to their gender.
It is not permissible to treat a person less favourably because of their sexual orientation. For example, an employer cannot refuse to employ a person because s/he is homosexual, or transsexual.
Responsibility for the Implementation of this Policy
The co-operation of all employees is essential for the success of this Policy. However, the ultimate responsibility for achieving the objectives of this Policy and for ensuring compliance with relevant Legislation and Codes of Practice lies with the Club. Senior employees are expected to follow this Policy and ensure that all employees, subcontractors and agents do the same.
All employees, subcontractors and agents of the Club are required to act in a way that does not subject any other employees or clients to direct or indirect discrimination on the grounds of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex or sexual orientation.
Employees may be held independently and individually liable for their discriminatory acts by an Employment Tribunal and ordered to pay compensation to the person who has suffered as a result of discriminatory acts.
Equal Opportunities Training & Development
The Club will establish appropriate information and monitoring systems to assist the effective implementation of the Club’s Equal Opportunities Policy, procedures and practices. The effectiveness of our equal opportunities policy will be reviewed periodically and action taken as necessary.
Acting on Discriminatory Behaviour
In the event that an employee is the subject or perpetrator of, or witness to, discriminatory behaviour, please refer to the Club’s disciplinary and grievance procedures. A copy of this policy is available from Line Managers and the HR Department.
Workers who believe that they have suffered any form of discrimination, harassment or victimization are entitled to raise the matter verbally or in writing to the HR Department.
Job applicants who believe that they have suffered any form of discrimination, harassment or victimisation are entitled to raise the matter verbally or in writing to the HR Department.
Advice and Support on Discrimination
If you require advice and support on discrimination issues please speak to your Line Manager. If you do not feel it is appropriate to speak to your Line Manager then please speak to the HR Manager or another Line Manager.