The Chairman, Board of Directors and Senior Management of Fulham Football Club and Fulham Football Club Foundation (“the Club”) are fully committed to equal opportunities for all individuals regardless of race, colour, religious beliefs, nationality, ethnic or national origin, gender, gender reassignment, sexual orientation, marital status, part-time status, age, disability or background.
The Club will ensure that they do not unlawfully discriminate against an employee, potential employee, casual worker, potential casual worker, player, potential player, applicant or customer because of the Equality Act 2010 protected characteristics of race, colour, religious beliefs, nationality, ethnic or national origin, gender, gender reassignment, sexual orientation, marital status, part-time status, age, disability, background or rehabilitated offenders where the conviction is unrelated to the work offered.
The Club is commitment to opposing and avoiding all forms of unlawful discrimination. This includes in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities.
The Club realises that people are its most important asset and are in fact the only asset capable of giving the Club a long-term sustained competitive advantage. We are therefore fully committed to maximising people’s abilities by removing artificial and irrelevant barriers to our recruitment and promotion practices. This will ensure that we draw upon the widest pool of possible talent to benefit the business.
We are committed to maintaining a working environment free from bullying and harassment. This commitment includes training managers and all other employees about their rights and responsibilities under the equality policy.
All staff and players at the Club have a personal responsibility to uphold the Club’s Equal Opportunities Policy by treating fellow employees, prospective employees, casual workers, prospective casual workers, players, prospective players, job applicants and customers fairly and impartially. Under the Criminal and Public Order Act of 1994, bullying and harassment may constitute a criminal offence and could be punishable by imprisonment and a fine of an uncapped amount. Allegations should be reported immediately to your Line Manager or a member of the Human Resources team who will take the allegation seriously and ensure that it is investigated promptly. Reports of allegations will be treated in a private and confidential manner.
Additionally, any failure to adhere to the Equal Opportunities Policy will be dealt with under the disciplinary procedure, as set out in the Club’s People Management policy, and may lead to your summary dismissal.
In addition to its equal opportunities policy, the Club does not tolerate discrimination of any kind based on race, colour, religious or cultural beliefs, nationality, ethnic or national origin, gender, gender reassignment, sexual orientation, marital status, part-time status, age, or disability. In all of its business dealings - both internally with its staff and externally with its suppliers, fans and customers - the Club endeavours to comply with all applicable laws and regulations in relation to anti-discrimination, including (without limitation) the Human Rights Act and the Equality Act.
The Club Equal Opportunities and Anti-Discrimination policy is fully supported by the Chairman of the Club, its Board of Directors and its Senior Management Team. The policy applies equally to all staff who work for the club and is made clear in all job descriptions and advertisements regarding employment opportunities at the Club.
Fulham Football Club is committed to updating this policy as and when required in accordance with legislation and regulations. The Club also ensures that its staff are provided adequate training and education on issues concerning equal opportunities and anti-discrimination.