Diversity & Inclusion policy

Anyone who has concerns that they or someone else is being discriminated against or has been a victimof discriminatory language or behaviour should:

This Diversity and Inclusion Policy, Standards, Code of Conduct and Reporting Procedure are applicable to PADEL HAUS LTD and is based on similar policies of:

• The Lawn Tennis Association (LTA)
• Tennis Scotland
• Tennis Wales
• The Tennis Foundation.

As a club we contribute actively to enable more people to play tennis more often, in a manner that it is safe, inclusive, and fair. This applies regardless of a person’s 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.

We recognise that many concerns and/or disclosures may have both safeguarding and diversity and inclusion elements to them. This policy reflects this through its reporting procedures, which replicate the safeguarding concern reporting procedures.  

This Policy strives to minimise risk and support our venue, programmes, events and individuals to deliver and experience a positive tennis experience for everyone. The Reporting Procedures in page 2 outlines how to respond to safeguarding or discrimination concerns/disclosures.

We have adopted the following definitions to explain our approach to diversity and inclusion in tennis:

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 tennis is equally accessible to any player 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 – PADEL HAUS LTD 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 tennis and participation in associated activities by people from any group that is under-represented in tennis or has difficulty accessing it and that they can do so with dignity or without being singled out.  

(See Appendix A for full glossary of terms).

PADEL HAUS LTD has direct safe and inclusive responsibility for:

• Staff, consultants, coaches and officials they employ;
• Volunteers, including board members and councillors they recruit;
• Venues they own;
• Events and programmes they run; and
• Ensuring all accreditation requirements are met by accredited coaches, officials and venues.

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We recommend and support the development of good diversity and inclusion practice to:

• Accredited coaches, officials and venues;
• Players, parents and carers;
• Volunteers recruited by other organisations;
• Venues hired by or on our behalf
• Club Events.

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This Policy is in line with national legislation (see appendix B for details of the relevant legislation) and applicable to our club, specifically to every person and place that we have direct safe and inclusive responsibility for.

Diversity and inclusion is everyone’s responsibility: not responding to discriminatory or unacceptable language and behaviour is not an option.

PADEL HAUS LTD LTD Management have overall accountability for this Policy and Reporting Procedure, for being the strategic lead on diversity and inclusion and for ensuring compliance with the relevant legislation (see Appendix for details).

PADEL HAUS LTD LTD Management and Welfare Officer {Steve Riley} have overall responsibility for implementation of the policy.

PADEL HAUS LTD LTD Management and Welfare Officer of the club are responsible for updating this Policy and Reporting Procedure in line with legislative and organisational developments; and develop a strategic and proactive approach to diversity and inclusion and respond to discrimination concerns.

The Club’s Welfare Officer {Steve Riley} is responsible for supporting  the club to identify where diversity and inclusion support is required; to implement safe and inclusive procedures; promote diversity and inclusion principles, including the Safeguarding and Reporting Procedure, to all the venues they manage, programmes, events and individuals including players, parents and carers.

All staff, consultants, coaches, officials and volunteers involved in tennis are responsible for raising diversity and inclusion concerns with the club’s Welfare Officer to start with; then the Safe and Inclusive Tennis team if applicable, as outlined in the Reporting Procedure.

Players, parents and guardians are responsible for upholding the Code of Conduct and Reporting Procedure.

PADEL HAUS LTD are committed to:

• formally adopt this policy,
• take steps to ensure that PADEL HAUS LTD LTD Management, players, participants and volunteers behave in accordance with the policy, including where appropriate taking disciplinary action under our constitution;
• ensure that booking card as well as access to participation is open and inclusive;
• publish accurate information about the location and accessibility of our facilities; and
• support measures and initiatives that British Tennis may institute or take part in to advance the aims of this policy as part of our commitment to our LTA membership.  

Where there is a diversity and inclusion concern/disclosure:

• The individual who is told about, hears, or is made aware of the concern/disclosure is responsible for following the Concern Reporting Procedure above.

Where there are concerns that diversity and inclusion good practice has not been followed, all staff are encouraged to follow the club’s whistleblowing policy; consultants, coaches, officials, volunteers and players are encouraged to:

If someone comes to you with a concern arounddiscrimination, listen to their complaint, reassure them and advise them of theroutes listed above (1-3).

 Breaches of this Policy and/or failure to comply with the outlined responsibilities may result in the following by the LTA, Tennis Scotland, Tennis Wales and/or the Tennis Foundation:

• Venues – Potential removal of LTA accreditation
• Staff – disciplinary action leading to possible dismissal and legal action
• Contracted consultants, officials and coaches – termination of current and future roles within all four organisations and possible legal action.
• Recruited volunteers, including councillors and board members – termination of current and future roles within all four organisations and possible legal action.

Actions taken by staff, consultants, volunteers, officials, coaches, venues, clubs and/or events outside of the LTA, Tennis Scotland, Tennis Wales and/or the Tennis Foundation that are seen to contradict this Policy may be considered a violation of this Policy.

Where an appeal is lodged in response to a safeguarding decision made by the LTA Safeguarding Team and Safeguarding and Protection Committee and/or Licensing and Registration Committee, an independent appeal body such as Sport Resolutions may be used. Their decision is final.

1. Safeguarding Policy
2. Privacy Policy

All members of staff and volunteers agree to:

• Prioritise the well-being of all children and adults at risk at all times
• Treat all children and adults at risk fairly and with respect
• Be a positive role model. Act with integrity, even when no one is looking
• Help to create a safe and inclusive environment both on and off court
• Not allow any rough or dangerous behaviour, bullying or the use of bad or inappropriate language
• Report all allegations of abuse or poor practice to the club Welfare Officer
• Not use any sanctions that humiliate or harm a child or adult at risk
• Value and celebrate diversity and make all reasonable efforts to meet individual needs
• Keep clear boundaries between professional and personal life, including on social media
• Have the relevant consent from parents/carers, children and adults before taking or using photos and videos
• Refrain from making physical contact with children or adults unless it is necessary as part of an emergency or congratulatory (e.g. handshake / high five)
• Refrain from smoking and consuming alcohol during club activities or coaching sessions
• Ensure roles and responsibilities are clearly outlined and everyone has the required information and training
• Avoid being alone with a child or adult at risk unless there are exceptional circumstances
• Refrain from transporting children or adults at risk, unless this is required as part of a club activity (e.g. away match) and there is another adult in the vehicle
• Not abuse, neglect, harm or discriminate against anyone; or act in a way that may be interpreted as such
• Not have a relationship with anyone under 18 for whom they are coaching or responsible for
• Not to have a relationship with anyone over 18 whilst continuing to coach or be responsible for them

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All children agree to:

• Be friendly, supportive and welcoming to other children and adults
• Play fairly and honestly
• Respect club staff, volunteers and Officials and accept their decisions
• Behave, respect and listen to your coach
• Take care of your equipment and club property
• Respect the rights, dignity and worth of all participants regardless of age, gender, ability, race, culture, religion or sexual identity
• Not use bad, inappropriate or racist language, including on social media
• Not bully, intimidate or harass anyone, including on social media
• Not smoke, drink alcohol or drugs of any kind on club premises or whilst representing the club at competitions or events
• Talk to the club Welfare Officer about any concerns or worries they have about themselves or others

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All adults agree to:

• Positively reinforce your child and show an interest in their tennis
• Use appropriate language at all times
• Be realistic and supportive
• Never ridicule or admonish a child for making a mistake or losing a match
• Treat all children, adults, volunteers, coaches, officials and members of staff with respect
• Behave responsibly at the venue; do not embarrass your child
• Accept the official’s decisions and do not go on court or interfere with matches
• Encourage your child to play by the rules, and teach them that they can only do their best
• Deliver and collect your child punctually from the venue
• Ensure your child has appropriate clothing for the weather conditions
• Ensure that your child understands their code of conduct
• Adhere to your venue’s safeguarding policy, diversity and inclusion policy, rules and regulations
• Provide emergency contact details and any relevant information about your child including medical history

Age: Refers to someone belonging to a specific age group, which could mean people of the same exact age (like 32-year-olds) or a range of ages (like 18 to 30-year-olds, or people over 50).

Bisexual or Bi: Describes someone who feels emotional and/or sexual attraction toward more than one gender.

Bullying: Can involve any form of physical, emotional, sexual, or discriminatory mistreatment. It also includes cyber-bullying, where social media or mobile phones are used to harm others.

Direct Discrimination: When someone is treated unfairly compared to another person because of a protected characteristic.

Disability: When someone has a physical or mental impairment that significantly impacts their ability to carry out everyday activities.

Discrimination: When someone is treated unfairly and harmed because of their age, disability, gender identity, marital status, pregnancy, race, religion, sex, or sexual orientation.

Discrimination by Association: When someone is treated unfairly because they are connected to another person who has a protected characteristic.

Discrimination by Perception: When someone is treated unfairly because others believe they have a protected characteristic, whether they actually do or not.

Diversity: Embracing and celebrating the differences between groups of people and individuals.

Equality: Treating everyone with fairness and respect, while recognizing and meeting the unique needs of each person. It involves taking positive steps to address existing disadvantages and barriers that affect how people participate and engage in activities like tennis.

Ethnicity: The social group a person belongs to or identifies with, often based on a mix of cultural and other factors like language, diet, religion, ancestry, and physical traits. Ethnicity is self-defined and can change over time.

Gay: A term used to describe a man who is emotionally, romantically, and/or sexually attracted to other men. It can also be used as a general term for lesbian and gay sexuality, with some women identifying as gay rather than lesbian.

Gender Identity: A person’s internal understanding of their own gender. This can include identifying as a man, woman, neither (non-binary), or something else entirely.

Gender Reassignment: The process of transitioning from one gender to another.

Harassment: Unwanted behavior related to a protected characteristic that violates someone’s dignity or creates an intimidating, hostile, degrading, humiliating, or offensive environment. The focus is on how the person experiencing the behavior feels, rather than the intent of the person doing it.

Hate Crime: A crime targeted at someone because of hostility or prejudice toward their disability, race, ethnicity, religion, sexual orientation, or gender identity. This can be directed at a person or their property.

Homophobia: The fear, anger, intolerance, or hatred toward homosexuality or people who are lesbian, gay, or bisexual, regardless of whether the person is actually homosexual.

Inclusive Leadership: Leaders who are aware of their own biases and actively seek out different views and perspectives to make better decisions. They see diverse talent as a strength and inspire people from all backgrounds to work toward a shared vision.

An Inclusive Leader: A leader who models inclusive behavior, listens to and values diverse perspectives, and makes decisions without bias. They understand that diversity brings creative solutions, inspire people with a shared vision, and help everyone reach their full potential. They also communicate honestly and build trust, loyalty, and well-being.

Inclusion: Recognizing that people from different backgrounds may have different needs and expectations, and that they may face barriers in accessing activities like tennis. An inclusive environment actively seeks to engage people from diverse backgrounds and meet their needs, ensuring everyone has a positive experience and can reach their potential.

Indirect Discrimination: When a practice, policy, or rule applies to everyone in the same way but ends up having a negative impact on some people more than others.

LGBTQ: An acronym for Lesbian, Gay, Bisexual, Trans, and Questioning.

Lesbian: A woman who is emotionally, romantically, and/or sexually attracted to other women.

Monitoring Equality: Collecting and analyzing data to ensure that people with protected characteristics are participating and being treated fairly. For example, monitoring how many people with disabilities are playing tennis at a venue.

Non-Binary: A broad term for someone who doesn’t identify as only male or only female, or who may identify as both.

Positive Action: A range of legal actions aimed at overcoming or minimizing disadvantages that people with protected characteristics may experience, or at meeting their specific needs.

Pregnancy and Maternity: Pregnancy is the condition of expecting a baby, while maternity refers to the period after the birth. In employment, maternity includes maternity leave. In non-work contexts, protection against maternity discrimination lasts for 26 weeks after giving birth and includes treating a woman unfavorably because she is breastfeeding.

Questioning: The process of exploring your own sexual orientation and/or gender identity.

Race: Refers to the protected characteristic of race, which includes a group of people defined by their race, color, nationality (including citizenship), or ethnic or national origins.

Radicalisation, Extremism, and Terrorist Behavior: Radicalisation is the process of coming to support terrorism or forms of extremism. Extremism includes opposing fundamental values like democracy, rule of law, individual liberty, and mutual respect for different faiths and beliefs. There isn’t a single way to identify someone who may be vulnerable to extremist ideas, and the internet and social media can play a significant role in radicalization.

Reasonable Adjustment: What is considered reasonable depends on all the circumstances, including the size of an organization, its resources, the practicality of what’s being proposed, and the potential disruption it may cause, as well as the availability of financial assistance.

Religion or Belief: Religion generally means what we commonly understand it to be, but belief can also include religious and philosophical beliefs, including the absence of belief (like atheism). For a belief to be included, it generally needs to have a significant impact on your life choices or the way you live.

Sex: Refers to a person’s biological makeup, including primary and secondary sexual characteristics, genes, and hormones. Legal sex is usually assigned at birth and has traditionally been understood as consisting of two categories: male and female.

Sexual Orientation: A person’s emotional, romantic, and/or sexual attraction to others.

Trans: An umbrella term for people whose gender is different from the sex they were assigned at birth. Trans people may describe themselves using various terms, including transgender, cross-dresser, non-binary, or genderqueer (GQ).

Transphobia: The fear, anger, dislike, or hatred toward trans people, whether they have undergone gender reassignment or are perceived to have done so.

Transsexual Person: Someone who is in the process of changing their gender identity, is undergoing, or has undergone gender reassignment.

Unconscious Bias or Implicit Bias: Refers to biases that we aren’t aware of, which happen automatically and are influenced by our background, cultural environment, and personal experiences.

Victimisation: When someone is treated badly because they have made or supported a complaint or grievance.

The Equality Act 2010 legally protects people from discrimination in the workplace and in wider society. It replaced previous anti-discrimination laws with a single Act, making the law easier to understand and strengthening protection in some situations. It sets out the different ways in which it’s unlawful to treat someone.

It is against the law to discriminate against anyone because of:

• age
• being or becoming a transsexual person
• being married or in a civil partnership
• being pregnant or on maternity leave
• disability
• race including colour, nationality, ethnic or national origin
• religion, belief or lack of religion/belief
• sex
• sexual orientation

These are called ‘protected characteristics’.

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People are protected from discrimination:

• at work
• in education
• as a consumer
• when using public services
• when buying or renting property
• as a player or guest of a private club or association

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People are also protected from discrimination if:

• they are associated with someone who has a protected characteristic, e.g. a family member or friend
• they have complained about discrimination or supported someone else’s claim

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Discrimination can come in one of the following forms:

• direct discrimination - treating someone with a protected characteristic less favourably than others.
• indirect discrimination - putting rules or arrangements in place that apply to everyone, but that put someone with a protected characteristic at an unfair disadvantage.
• harassment - unwanted behaviour linked to a protected characteristic that violates someone’s dignity or creates an offensive environment for them.
• victimisation - treating someone unfairly because they’ve complained about discrimination or harassment.