Equality, Diversity and Inclusion Policy

ROA ED&I Vision Statement
Driving strength through diversity we believe the ROA is critical in helping British racing to be a diverse and inclusive sport in which everyone has the opportunity to achieve their potential within the sport and where Owners from all communities feel welcome.

Equality, Diversity and Inclusion Policy
Equality, diversity, and inclusion requires a strong commitment and concerted action to build an inclusive environment where opportunities are open to all, diversity is valued, and where everybody can reach their full potential without fear of harassment, prejudice, or discrimination.

This policy covers all current and potential employees, ROA Directors, contractors, consultants, suppliers, and candidates.

The ROA will:

• provide equality, fairness, and respect across the ROA
• not unlawfully discriminate because of the Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex and sexual orientation
• oppose and avoid all forms of unlawful discrimination.

The ROA commits to:

• Create a working environment free of bullying, harassment, victimisation, and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued.
• This commitment includes taking measures in order for ROA Directors and employees to understand their rights and responsibilities under the equality, diversity and inclusion policy.
• ROA Directors and employees understanding that they can be held liable for acts of bullying, harassment, victimisation, and unlawful discrimination, in the course of their employment, against fellow employees and any others in the course of the organisation’s work activities.
• Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, ROA Directors, and any others in the course of the organisation’s work activities. 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.
• Protect employees and ROA Directors from sexual harassment. Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations.
• Make opportunities for training, development, and progress available to all staff and ROA Directors, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.

The ROA Equality, Diversity and Inclusion Policy is fully endorsed by the ROA President, ROA Directors, and the Chief Executive.