The Bolton Cricket League reflects a diverse set of customs, values and points of view and is fully committed to the principles of equity and equality of opportunity in cricket. The League has adopted and abides by the ECB Anti-Discrimination Code and the ECB Safe Hands Policy to ensure that participants of all ages, backgrounds and abilities are provided with appropriate support and protection.
It is the duty of the League to ensure that its officials, and all working or volunteering for the League, and participating in League activities, are treated fairly and be free from discrimination, harassment, or intimidation.
It is essential that there is equal access and opportunity for all those individuals who wish to participate, and are lawfully eligible to participate, in the League’s activities.
The League benefits from the presence of cricketers and volunteers from different ethnic and religious and sexual orientation and it is important that they are treated equally and with equity. The League has appointed to its Management Committee an Equity, Diversity and Inclusion Officer who will oversee the implementation of the policy in all the League’s activities.
Clubs must appoint an EDI Officer who is a member of the Club’s Committee. The Officer must have taken an appropriate course, either in person or online. The League will make a course available to clubs.
ROLE OF THE EDI OFFICER
The EDI Officer will be responsible for engaging with the clubs to encourage an inclusive environment which enables people of all backgrounds and abilities to feel valued and able to enjoy the game of cricket.
The EDI Officer is a valuable conduit to enable the opinions and needs of the clubs to inform the Management Committee’s decision making.
PROVISION OF TRAINING AND GUIDANCE
To ensure that the main provisions of the League’s policy is understood and reflected in all its activities, the EDI Officer will be available to offer advice, guidance and education on issues which might previously been difficult to address.
Where unconscious bias may exist, the League through its EDI Officer, will provide appropriate training and guidance to eradicate this as it can be a huge barrier to inclusion of people from all backgrounds. This policy is to be used in conjunction with the ECB Anti-Discrimination Code and the ECB Disciplinary Regulations. It will be regularly reviewed and updated to include any new ECB guidance. The League will also ensure it complies with the requirements of the Equality Act 2010 and take all reasonable steps to ensure that its officials, members and volunteers adhere to these requirements and this policy.
THE EDI CODE OF CONDUCT
- It is not acceptable for any member of the League to be discriminated against or be treated in any way less favourably, on the grounds of age, gender, disability, race, parental or marital status, pregnancy, religion or belief or sexual orientation.
- Harassment, bullying, abuse or victimisation of individuals by word or action will not be tolerated. Crude and provocative abuse is not banter when it is intended to belittle, offend, or upset another participant and will be punished when reported to the Disciplinary Committee.
- Public comments being made by League officials, players, scorers, umpires or members, whether on websites, social media, written material or public pronouncements, that are disrespectful, provocative or abusive in any way to any other participants of the league on the grounds of their age, gender, disability, race, parental or marital status, pregnancy, religion or belief or sexual orientation will not be tolerated.
- Clubs will be reminded that captains will be held responsible for making sure their players do not behave in discriminatory or abusive manner and will be liable to punishment under the disciplinary code along with any members of their team who are found guilty of such behaviour.
- Clubs have a responsibility to ensure their officials, players and supporters do not breach the EDI Code of Conduct and will be charged with bringing the league into disrepute if they fail to take appropriate and decisive action.
I. The League is committed to investigate any complaints brought to its attention of any breaches of this policy and reserves the right to impose such sanction as it considers appropriate and proportionate, where such is found to be the case.
II. Any complaint of discrimination, harassment, bullying, abuse, victimisation or any other breach of this policy on or off the field of play by League and club officials, players, scorers, umpires or members should be reported by email to email@example.com.
III. Reports, other than those made by umpires, should be submitted on the official EDI Report Form which can be found on the League website
IV. If a report is judged to be false or malicious the individual making the complaint may be liable to punishment for Disrepute,
The EDI Officer will study all reports and will decide whether further evidence is required from the involved parties. Once the Officer is satisfied that all the evidence required is available:
In the case of a player or players.
I. Ask the Disciplinary Committee to hold a hearing and take the appropriate action.
II. This decision will be subject to appeal.
The relevant policies from which punishments can be applied: ECB Disciplinary Regulations, The Club’s Social Media Policy The league’s Code of Conduct – Disrepute
I. The verdict of the panel will be given verbally to the involved parties after the hearing and confirmed in writing within 48 hours. The defendants will be informed of their right of appeal.
This policy will be reviewed, when additional information is received, by the League in consultation with the League’s Equity, Diversity & Inclusion Officers. Guidance and advice from the ECB will be acted upon whenever it is provided to strengthen the provisions of the policy’s over-arching aims.