Meopham Cricket Club (MCC), in all its activities, is fully committed to the principles of equality of opportunity in sport, and to ensuring that its employees, members and all other individuals working or volunteering for MCC, and participating in or watching MCCs sporting and social activities, are treated fairly and are able to conduct their activities free from discrimination, harassment or intimidation.
• MCC in all its activities will not discriminate against, or in any way treat anyone less favourably, on the grounds of age, gender, disability, race, parental or marital status, pregnancy, religion or belief or sexual orientation.
• MCC will not tolerate harassment, bullying, abuse or victimisation of individuals
• MCC will endeavour to create access and opportunities for all those individuals who wish to participate, and are lawfully eligible to participate, in its activities.
• MCC will ensure that it complies with the requirements of the Equality Act 2010 and shall take all reasonable steps to ensure that its employees, customers and volunteers adhere to these requirements and this policy.
• This policy is fully supported by the MCC Committee who are responsible for the implementation of this policy. We are committed to the investigation of any claims when brought to its attention, of discrimination, harassment, bullying, abuse or victimisation of an individual, and reserves the right to impose such sanction as it considers appropriate and proportionate, where such is found to be the case.
• In the event that any employee, customer, volunteer, participant or spectator feels that they have suffered discrimination, harassment, bullying, abuse or victimisation, they should report the matter in writing to the safeguarding lead at MCC.
• Any such report should include: details of what occurred; when and where the occurrence took place; any witness details and copies of any witness statements.
• the committee may decide (at its sole discretion) to uphold or dismiss the complaint without holding a hearing; - may (at its sole discretion) hold a hearing at which both parties will be entitled to attend and present their case; - will have the power to impose any one or more of the following sanctions on any person found to be in breach of any policy: (a) warn as to future conduct; (b) suspend from membership; (c) remove from membership; (d) exclude a non-member from the facility, either temporarily or permanently; and (e) turn down a non-member’s current and/or future membership application; and - will provide both parties with written reasons for its decision.
• A party may appeal a decision to the relevant sport’s governing body by writing to the relevant body within three months of MCCs decision being notified to that party.
• If the nature of the complaint is with regard to the MCC committee, the complainant may report the complaint directly to the relevant sport’s governing body. This policy will be reviewed periodically by the MCC in consultation with the relevant sport’s governing body Use of Terminology We have adopted the following definitions to explain our approach to diversity and inclusion in sport:

Discrimination – treating someone in a less favourable way and causing them harm, because of their age, disability, gender reassignment, marriage or civil partnership, pregnancy or maternity, race, religion or belief, sex or sexual orientation
Diversity – acknowledging, celebrating and respecting the differences between groups of people and between individuals. We will work to ensure that people can be assured of an environment in which their rights, dignity and individual worth are respected, and in particular that they are able to enjoy their sport without the threat of intimidation, victimisation, harassment or abuse.

Harassment – unwanted conduct related to a relevant protected characteristic, which has the purpose or effect of violating an individual’s dignity or creating and intimidating, hostile, degrading, humiliating or offensive environment for that individual or creates an intimidating, hostile, degrading, humiliating or offensive environment. The focus is on the perception of the complainant not the intent of the perpetrator. Employees can complain of behaviour they find offensive even if it is not directed at them.

Inclusion – ensuring that our sport is equally accessible to any member of the community so they can be fully involved in whatever capacity they choose; and that they are supported to achieve their potential in any capacity e.g. player, employee, volunteer, coach or official. We will work to ensure that people have a genuine and equal opportunity to participate to the full extent of their own ambitions and abilities, that they feel respected and valued and are not singled out, with regard to their age, disability, gender reassignment status, sex, marital or civil partnership status, pregnancy or maternity, race, sex, sexual orientation, religion, race or sexual orientation, socio-economic status or any other background.

Positive action – MCC is committed to 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. We will ensure that we institute, support or contribute to appropriate measures or initiatives that enable access to sport and participation in associated activities by people from any group that is under-represented in sport or has difficulty accessing it and that they can do so with dignity or without being singled out.