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Equality, Diversity and Inclusion Policy

Equality, Diversity and Inclusion Policy

The International Society for Physical Activity and Health (ISPAH) is committed to encouraging equality, diversity, and inclusion among its Board, Councils, and Committees.  The organisation – in providing services – is also committed against unlawful discrimination of its service providers, members, customers, and the public. 

The aim is for our Society to be truly representative of all sections of society, and for each ISPAH representative to feel respected and able to fulfil their potential, irrespective of their background or circumstances. We will respect and value diverse life experiences and heritages and ensure that all voices are valued and heard. 

  1. Purpose
    This policy’s purpose is to:
    1. Provide equality, fairness and respect for all representatives and members of ISPAH.
    2. Not unlawfully discriminate in regard to the Equality Act 20101 protected characteristics of: 
      • age 
      • disability 
      • gender reassignment 
      • marriage or civil partnership 
      • pregnancy and maternity 
      • race (including colour, nationality, and ethnic or national origin) 
      • religion or belief
      • sex
      • sexual orientation
    3. Oppose and avoid all forms of unlawful discrimination. This includes in: 
      • pay and benefits (if applicable) 
      • terms and conditions of employment (if applicable) 
      • dealing with grievances and discipline 
      • dismissal
      • selection for Board, Committee or Council positions, training, or other developmental opportunities  
  1. Our Commitments

    ISPAH commits to:
    1. Encourage equality, diversity and inclusion within the Society.
    2. Create a Society free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all members and representatives are recognised and valued.

      ISPAH’s representatives, including Board, Council, and Committee members, are responsible for conducting themselves to help the organisation provide equal opportunities for its members and within the Society as a whole, and preventing bullying, harassment, victimisation and unlawful discrimination. 

      All representatives of ISPAH should understand they can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their association with ISPAH, against fellow members, suppliers and the public.
    3. Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow members, suppliers, visitors, the public and any others in the course of ISPAH’s work activities. 

      Such acts will be dealt with as misconduct and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to Board/Council/Committee removal without notice. 

      Further, sexual harassment may amount to a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 19972 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.
    4. Make opportunities for training and development available to all ISPAH representatives and members (where applicable).
    5. Make decisions concerning potential or existing ISPAH representatives based on merit (apart from any necessary and limited exemptions and exceptions allowed under the Equality Act).
    6. Monitor the make-up of ISPAH’s Board and Committees regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability where possible, in meeting the aims and commitments set out in this policy. 

      Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues. 

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