Equal Opportunities Policy

Wutan Surrey is a Wutan (UK) Martial Arts school (hereafter ‘Wutan Martial Arts’ or ‘Wutan’). This policy applies to Wutan Surrey.

Anita Chi Wai Ho is the Designated Equal Opprtunities Lead (DEOL) for Wutan Surrey and is contactable at anita@wutansurrey.com. She will escalate all reported issues to Wutan Martial Arts.

Purpose of policy

  1. Wutan Martial Arts is committed to equal opportunities.
  2. It is our policy that all decisions are based on merit and the legitimate business needs of the organisation. Wutan does not discriminate on the basis of race, colour or nationality, ethnic or national origins, sex, gender reassignment, sexual orientation, marital or civil partner status, pregnancy or maternity, disability, religion or belief, age or any other ground on which it is or becomes unlawful to discriminate under the laws of England and Wales (referred to as Protected Characteristics).
  3. Our intention is to enable all within Wutan to train in an environment which allows them to fulfil their potential without fear of discrimination, harassment or victimisation. Wutan’s commitment to equal opportunities extends to all aspects of the working relationship.
  4. This policy is intended to help Wutan achieve its diversity and anti-discrimination aims by clarifying the responsibilities and duties of all within Wutan in respect of equal opportunities and discrimination. Wutan will promote effective communication and consultation between all concerning equal opportunities by means it considers appropriate.
  5. The principles of non-discrimination and equal opportunities also apply within Wutan.
  6. This policy may be amended at any time by Wutan, in its absolute discretion.

Who is responsible for equal opportunities?

  1. Achieving an equal opportunities training environment is a collective task shared between all within Wutan. This policy and the rules contained in it therefore apply to all within Wutan irrespective of seniority.
  2. Anita Chi Wai Ho has overall responsibility for this policy and for equal opportunities and discrimination law compliance within Wutan has been appointed as the person with day-to-day operational responsibility for these matters
  3. All Within Wutan share personal responsibility to ensure compliance with this policy, to treat all with dignity at all times and not to discriminate against or harass other members, instructors have special responsibility for leading by example and ensuring compliance.
  4. Instructors must take all necessary steps to:
    1. Promote the objective of equal opportunities and the values set out in this policy
    2. Ensure that their own behaviour and those within Wutan complies in full with this policy
    3. Ensure that any complaints of discrimination, victimisation or harassment (including against themselves) are dealt with appropriately and are not suppressed or disregarded

What is discrimination?

Discrimination occurs in different ways, some more obvious than others. Discrimination on the grounds of any of the Protected Characteristics is prohibited by law, even if unintentional, unless a particular exception applies.

Direct discrimination

  1. Direct Discrimination is less favourable treatment because of one of the Protected Characteristics. Examples would include refusing a woman a job as a chauffeur because you believe that women are not good drivers or restricting recruitment to persons under 40 because you want to have a young and dynamic workforce
  2. Direct discrimination can arise in some cases even though the person complaining does not actually possess the Protected Characteristic but is perceived to have it or associates with other people who do. For example, when a person is less favourably treated because they are (wrongly) believed to be homosexual or because they have a spouse who is Muslim.

Indirect discrimination

Indirect discrimination arises when an employer applies an apparently neutral provision, criterion or practice which in fact puts individuals with a particular Protected Characteristic at a dis- advantage, statistically and this is unjustified. To show discrimination the individual complaining also has to be personally disadvantaged. An example would be a requirement for job candidates to have ten years' experience in a particular role, since this will be harder for young people to satisfy. This kind of discrimination is unlawful unless it is a proportionate means of achieving a legitimate aim.

Victimisation

Victimisation means treating a person less favourably because they have made a complaint of discrimination or have provided information in connection with a complaint or because they might do one of these things.

Harassment

Harassment is:

  1. Unwanted conduct which is related to a Protected Characteristic and which has the purpose or effect of violating a person's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them: or • Unwanted conduct which is of a sexual nature and which has the purpose or effect of violating a person's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them (Sexual Harassment); or • Less favourable treatment because of the rejection of or the submission to Sexual Harassment.

Harassment can arise in some cases even though the person complaining does not actually possess a Protected Characteristic but is perceived to have it (for example, when a person is harassed because they are (wrongly) believed to be homosexual) or associates with other people who possess a Protected Characteristic (for example, because they have a spouse who is Muslim).

Harassment may include:

  1. Use of insults or slurs based on a Protected Characteristic or of a sexual nature or other verbal abuse or derogatory, offensive or stereotyping jokes or remarks
  2. Physical or verbal abuse, threatening or intimidating behaviour because of a Protected Characteristic or behaviour of a sexual nature
  3. Unwelcome physical contact including touching, hugging, kissing, pinching or patting, brushing past, invading personal space, pushing grabbing or other assaults
  4. Mocking, mimicking or belittling a person's disability, appearance, accent or other personal characteristics
  5. Unwelcome requests for sexual acts or favours; verbal sexual advances, vulgar, sexual, suggestive or explicit comments or behaviour
  6. Repeated requests, either explicitly or implicitly, for dates
  7. Repeated requests for social contact or after it has been made clear that requests are unwelcome
  8. Comments about body parts or sexual preference
  9. Displaying or distributing offensive or explicit pictures, items or materials relating to a Protected Characteristic or of a sexual nature
  10. Shunning or ostracising someone, for example, by deliberately excluding them from conversations or activities
  11. ‘Outing' or threatening to 'out' someone's sexual orientation (ie to make it known)
  12. Explicit or implicit suggestions that employment status or progression is related to toleration of, or acquiescence to sexual advances, or other behaviour amounting to harassment.

Other important points to note about harassment:

  1. A single incident can amount to harassment
  2. Behaviour that has continued for a long period without complaint can amount to harassment
  3. It is not necessary for an individual to intend to harass someone for their behaviour to amount to harassment
  4. It is not necessarily for an individual to communicate that behaviour is unwelcome before it amounts to harassment; and
  5. The onus is on each individual to be certain that their behaviour and conduct is appropriate and is not unwanted and in the case of doubt, you must refrain from such conduct.

Disability discrimination

  1. This could be direct or indirect discrimination, and is any unjustified less favourable treatment because of the effects of a disability, and failure to make reasonable adjustments to alleviate disadvantages caused by a disability.
  2. Whether particular criteria or conditions are indirectly discriminatory or justifiable, then please speak to the DEOL defined above

What to do if you encounter discrimination

  1. Everyone within Wutan has a responsibility to combat discrimination if they encounter it. Any- one who observes or are aware of acts that they believe amount to discrimination directed at others are encouraged to report these to the DEOL
  2. Any grievance or report raised about discrimination will be kept confidential so far as this is practicable. We may ask you if you wish your complaint(s) to be put to the alleged discriminator if disciplinary action appears to be appropriate. It sometimes may be necessary to disclose the complaint or take action even if this is not in line with your wishes, but we will seek to protect you from victimisation and, if you wish, we will seek to protect your identity. You should be aware that disciplinary action may be impossible without your co-operation or if you refuse to allow relevant information to be disclosed.

Revision history

Last revised:

  • 28-Feb-2023