3 Kingdoms Group is committed to encouraging equality, diversity and inclusion among our workforce, and eliminating unlawful discrimination.
The aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best.
The organisation – in providing goods and/or services and/or facilities – is also committed against unlawful discrimination of customers or the public.
The policy’s purpose is to:
The organisation commits to:
This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.
All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public
Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.
Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.
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.
The equality, diversity and inclusion policy is fully supported by senior management and has been agreed with trade unions and/or employee representatives.
Details of the organisation’s grievance and disciplinary policies and procedures can be offered by contacting us at firstname.lastname@example.org. This includes with whom an employee should raise a grievance – usually their line manager.
Use of the organisation’s grievance and/or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.
“One of the best things about football is its low barrier to entry and enormous global appeal. Unlike most other sports, whether you’re living in absolute poverty in Mozambique or attending the finest Universities in the UK or the United States of America, there’s a high chance at some point or another you’ve thrown down some jumpers and used them for goalposts in a game with your friends. The importance of this unity cannot be overstated – it can be such a rare and powerful bridge between people – and is perhaps the most unifying sport in the world. However, football certainly has its problems. All too often we have read headlines of abusive and discriminatory conduct on and off the field which targets minorities. Whether it is racism on the field or fans shouting homophobic slurs, we must continue to hammer home the message that this is completely unacceptable and build football into the sort of culture of inclusivity that we should expect right across modern society.
We stand with every player, club professional and fan doing their part to kick discrimination out of football.”
Founders of the 3 Kingdoms Group