22895 22895 equality standard - kick it out€¦ · 11 introduction to the equality standard... ......

Contents

...…………………………………………………………………………………04 Foreword from Lord Herman Ouseley Chair, Kick It Out...…………………………………………………………………………………06 Foreword from Richard Scudamore Chief Executive, Premier League...…………………………………………………………………………………08 Foreword from Trevor Phillips

Chair, Equality and Human Rights Commission...…………………………………………………………………………………09 Foreword from Lord Mawhinney

Chair, Football League...…………………………………………………………………………………11 Introduction to the Equality Standard...…………………………………………………………………………………13 List of key objectives — Preliminary Level...…………………………………………………………………………………18 List of key objectives — Intermediate Level...…………………………………………………………………………………24 List of key objectives — Advanced Level...…………………………………………………………………………………29 Accreditation process...…………………………………………………………………………………31 Further information...…………………………………………………………………………………

03..………………………………………………………………………………...

Foreword Herman OuseleyCHAIRKICK IT OUT...………………………………………………………………………………….The past ten years has seen the Football world face up to the challenge of tackling racism and discrimination. Over a decade ago we collectively understood the damage that racial abuse was doing to our sport and set about addressing it. The successes of this work are now evident across the country.

From the position of dealing with abuse we have moved to a recognition that if professional clubs, who are in many respects the driving force of the game, are to meet the challenges posed by the legal and regulatory environment, the need to attract new live audiences, and to maximise the talent available to them, they will ensure all areas of their operation draw on the principles of equality and fairness as part of their commercial model.

04..………………………………………………………………………………...

Many clubs have taken forward this work

through the introduction in 2004 of the Racial

Equality Standard for professional football

clubs. This helped to provide a framework for

clubs to develop policies and good practice,

and work towards ensuring that the game is

genuinely open to all.

Since then, over a third of clubs across the

Football League and Premier League have

gone on to achieve the Preliminary level of the

Racial Equality Standard and eight clubs have

achieved Intermediate level.

However, Kick It Out recognises that the drive

to overcome exclusion cannot be tackled in

isolation and that if professional clubs are to

be truly accessible and reflect their increasingly

diverse local communities, then all areas of

equality and diversity need to be embraced. And

all types of discriminatory abuse dealt with.

This is why the original document has now

been widened to a more comprehensive and

inclusive Equality Standard.

Clubs will need to illustrate that the same

commitment to equality is demonstrated

not just across race and religion but also

disability, gender, age and sexual orientation.

This move has received the backing of the

football authorities including the Premier

League, who have been key in supporting the

development of our work with clubs, and the

Football League and the Football Association.

Support has also been received from other

organisations campaigning for equality

such as the National Association of Disabled

Supporters (NADS), Stonewall, the Gay

Football Supporters Network (GFSN) and the

Women’s Sport and Fitness Foundation.

We hope that the clubs will continue to take

on this challenge and illustrate how football

can be seen as a sport that has equality of

opportunity, inclusion and fair treatment

at its heart.

Foreword Richard ScudamoreCHIEF EXECUTIVEPREMIER LEAGUE...………………………………………………………………………………….The Premier League is committed to making its stadia places that are accessible for everyone. This means ensuring that everyone feels safe and welcome irrespective of ethnicity, disability, religion or gender. We want to encourage people from all sections of the population to attend matches and we believe that the hard work that has gone into tackling racism has been significant in changing the culture of sport both in England and across Europe.

06..………………………………………………………………………………...

Clear and effective methods of stewarding

and policing, combined with robust reporting

systems have led to a marked change in the

way that discrimination is dealt with.

Alongside this our Clubs have built successful

partnerships with their local communities

and worked hard to encourage a diverse range

of fans to support them and attend matches.

A broader range of people than ever before

are involved in all aspects of Premier League

Clubs from playing staff and those working

behind the scenes through to those involved

in attending events at the stadium.

Clubs can have an extremely positive impact

on communities both locally and globally

and it is important that they work to address

any under-representation and understand

the complex issues that can arise from a

changing population. It is with this in mind

that we welcome the opportunity to introduce

a significant development with the new

Equality Standard now addressing all areas

of discrimination.

Whilst we should never underestimate the

importance of Kick it Out’s work in combating

racism, it is important that we all work

towards eradicating any discrimination. The

Equality Standard will provide an enhanced

framework to support our Clubs’ work in this

area and demonstrates the commitment of

all Clubs to succeed in truly making our stadia

welcome for all.

Foreword Trevor PhillipsCHAIREQUALITY AND HUMAN RIGHTS COMMISSION...………………………………………………………………………………….It is nearly five years since Kick It Out launched the Racial Equality Standard for professional football clubs. During that time over 40 clubs in the Premier League and the Football League have worked towards the standard and today 31 clubs have achieved at least the Preliminary Level. These are encouraging statistics, delivering a powerful message that racism is not tolerated in today’s Britain.

08..………………………………………………………………………………...

And now, I warmly welcome the launch of the

new Equality Standard for football. Just as

the creation of the Equality and Human Rights

Commission signaled a concerted commitment

to counter discrimination across all facets of

diversity, so the new Equality Standard addresses

all forms of intolerance. It asks professional

football to commit itself uncompromisingly to

making the game genuinely accessible and

inclusive. With the continued help of my special

advisors, Garth Crooks OBE and Paul Elliott

MBE, the Commission will continue to develop

strong links with the football family to support

this mission.

Kick It Out has been at the forefront of the drive

to eliminate racism from football for over a

decade, with its reach stretching beyond Britain

to play a vital role influencing and sharing

best practice with European colleagues. It is

perhaps the best known of any campaigning

group and a major contributor to the cultural

and social changes in football that the last

ten years have seen.

Now, for example, it is not only much rarer,

but, more importantly, it is unacceptable

at a football game to chant racial abuse.

Snapping at our heels, however, are other

kinds of bigotry. Homophobia, anti-Semitism,

Islamophobia and sectarianism are evident

at football grounds throughout the country.

Disabled football supporters face problems

unknown to non-disabled fans wanting

to support their team every week, wherever

they play. Women and minority groups are

too rarely present at the top of the

management of clubs. Football has a legal

obligation to ensure that clubs are compliant

with equalities legislation on the pitch,

on the stands and in the boardrooms.

I have no doubt that Kick It Out’s Equality

Standard will make a difference. Inclusion is at

the heart of sport, and the playing field of

professional football in particular demonstrates

the great and inspiring diversity of this country.

In asking clubs to understand and demonstrate

their commitment to making football free

from prejudice, the Equality Standard

establishes basic core principles of dignity,

fairness and respect.

Foreword Lord MawhinneyCHIEF EXECUTIVEFOOTBALL LEAGUE...………………………………………………………………………………….The Football League and its 72 member clubs are proud of the significant progress being made by football towards promoting inclusion both on and off the field. Across our clubs, a range of innovative work is being undertaken on issues relating to discrimination, inside football stadia and more widely in the community.

Our clubs are at the heart of their local communities. This enables them to address proactively social inclusion and community development issues across the six areas of diversity; race, religion, age, gender, disability and sexual orientation.

09..………………………………………………………………………………...

Club activities include school visits,

campaigns and initiatives to unite

communities and to break down social

barriers. In addition, we are developing

incident reporting procedures and

equal opportunities policies.

Unfortunately, there will always be the odd

occasion when discrimination, abuse or

harassment occurs within the football

environment. However, The Football League,

its clubs, the Police and Kick It Out will

continue to work in partnership to eradicate

such behaviour.

The recently formed Football League Trust has

been working effectively with club community

departments to promote social inclusion in their

local areas and to encourage under represented

communities to become more involved in

football; whether as spectators, players or just

for fun.

Research shows that some under-represented

individuals feel safer within a football stadium

than they do on the streets of their hometown.

This reflects the hard work and fairness of

the football authorities, the clubs and other

supporters.

Discrimination should find no place to shelter

or develop in society and this is why The Football

League encourages equality and diversity and

is itself an equal opportunities employer.

We are rightly proud that so many of our clubs

have gone on to achieve the previous Racial

Equality Standard. We believe that Kick It Out’s

new Equality Standard for Professional Football

Clubs will provide a solid framework for clubs to

move forward with this work. We are therefore

pleased to be lending our support to Kick It Out

on this initiative.

Introduction ...………………………………………………………………………………….The Equality Standard for Professional Football Clubs sets out a series of key objectives to support the development of equality and diversity practices across all areas of the club’s operation. Through undertaking this work, it also encourages clubs to identify new target markets and fans for the future, and develop partnerships, activities and projects targeted at under-represented communities and individuals.

11..………………………………………………………………………………...

Developed by Kick It Out, the Equality Standard

has received the full support of football’s

governing bodies, alongside key organisations

that specialise and advise in specific areas of

equality. This includes the National Association

of Disabled Supporters (NADS), the Women’s

Sports and Fitness Foundation (WSFF),

Stonewall, the Gay Football Supporters

Network (GFSN), as well as the Equality and

Human Rights Commission (EHRC).

The Equality Standard is based on three levels

of achievement and covers two major areas of

activity at the club.

Your Organisation

The club will need to demonstrate its

commitment to promoting equality by

developing internal policies and procedures.

This includes developing a written Equality

Action Plan, an Equal Opportunities Policy

setting out clear employment policies and

practices and encouraging involvement

and commitment from employees in all areas

and at all levels within the club.

Supporter and Community Involvement

Clubs will need to ensure that stadiums and

their environs are free from discrimination

and that they are reaching out to their

local community. This includes monitoring

supporter representation and making efforts

to increase levels of participation from

under-represented groups and individuals

at every level of activity.

The three levels of achievement are:

PRELIMINARYWhere are we now?

The Club will have demonstrated a

commitment to equality by developing

a written Equal Opportunities Policy

encompassing all six strands of equality, and

produced an Equality Action Plan for all areas

of activity. The plan will be regularly monitored

and will include an assessment of the club’s

current supporter base, community

development targets and clear guidelines

for dealing with abuse.

INTERMEDIATEWhat are we doing?

The club will have demonstrated clear

improvements in services as a result of

monitoring, building relationships with local

under-represented communities and individuals

and implemented its action plan. The club will be

able to show clear evidence of the implementation

of the Equal Opportunities Policy and

delivered appropriate training to all staff.

ADVANCED What has changed?

The club will be an exemplar in the way it

addresses under-representation across all levels

and areas of activity; as employees, supporters

and of participants in community outreach

programmes. The club will be in a position to

demonstrate what has been achieved through

the production of an impact assessment

measured against targets set out in their Equality

Action Plan and illustrate what changes have

been made as a result of the Equality Standard.

Achievement across all three levels must

be supported by relevant evidence

and will be assessed by an independent

accreditation panel.

YOUR ORGANISATION

OUTCOME...…………………………….1. Your club is committed to achieving equality and diversity across all areas of operation

...…………………………….2. Your employment policies reflect your commitment as an equal opportunities employer

KEY TASKS ...…………………………….1.1 Develop an Equality Action Plan

which encompasses all areas of the

club’s operation and set key equality

objectives ...

1.2 Nominate a Director or senior

member of staff to lead on the

development and implementation

of equality measures at the club...

1.3 Ensure all members of staff,

including the Board of Directors,

are aware of the club’s commitment

to equality...…………………………….2.1 Develop a written Equal

Opportunities Policy, encompassing

all strands of equality and diversity,

in line with current legislation...

2.2 Ensure all employees (including

Directors and members of the senior

management team) are aware of the

organisation’s policy...

2.3 Gather statistics on the diversity

of all your permanent employees

(including all playing staff)

...

2.4 Ensure all job advertisements

reflect your commitment as an equal

opportunities employer...

2.5 Assess the equality and diversity

training needs of all employees

EVIDENCE...…………………………….Written plan encompassing your

equality and diversity objectives

...

Letter from a Director

or Chief Executive

...

Intranet postings, memos, new

starter and induction packs

...…………………………….Written policy developed

and approved

...

Information from staff handbooks,

memos and induction programmes

...

Employee audit to include all

permanent, part time & flexible

employees. Explain how the audit

was carried out and when...

Copies of job advertisements

and circulation lists

...

Training needs analysis and

evidence of any training previously

undertaken

Preliminary Level — Where are we now? Key Objectives

...……………………………...……………………………...……………………………………

13..………………………………………………………………………………...………………


...……………………………...……………………………...……………………………………SUPPORTER AND COMMUNITY INVOLVEMENT

14..………………………………………………………………………………...………………

OUTCOME...…………………………….3. Abuse and harassment associated with discrimination are eradicated from your stadium

KEY TASKS ...…………………………….3.1 Develop a clear policy on

reporting, collating and dealing

with incidents of discrimination,

harassment and abuse, and

communicate policy to all employees

and match day staff...3.2 Monitor all reports received of

discrimination, harassment and

abuse inside the stadium, including

when they took place, what action

was taken and by whom...3.3 Develop a rolling training plan

to ensure all stewards undertake

the appropriate module of the

Steward Training Package on how

to deal with incidents of


abuse inside the stadium...3.4 Make it a clear condition for

season ticket holders and members

not to engage in discriminatory

behaviour

...3.5 Encourage reporting to the Kick

It Out reporting line or club’s own

reporting phone line, email and/or

text line

EVIDENCE...…………………………….Written policy, Safety Officer’s

briefing notes

...Monitoring form including number

and types of complaints received,

and how resolved

...Training plan, training

attendance records

...Season ticket literature,

correspondence to season

ticket holders and members,

stadium regulations and

website information...Photographs of perimeter boards,

copies of match day programme

notices/articles, public address

announcements and website

information



15..………………………………………………………………………………...………………

OUTCOME...…………………………….4. Your football club reflects your community

...…………………………….5. Publicly promote the activities of the club in working towards equality

KEY TASKS ...…………………………….4.1 Collect statistics on the

make-up of fans in the stadium

on a match day...4.2 Analyse the diversity of

participants in all club outreach

programmes...4.3 Compare results from audits with

demographics of the local community ...4.4 Commission an external disability

access audit using the Accessible

Stadia Guidance document...4.5 Nominate a Disability Liaison

Officer at your club...…………………………….5.1 Make a clear public commitment

to achieving equality at the club

...5.2 Use all possible methods

to publicise the club’s stance

on equality

...5.3 Ensure all sections of the

community are aware of your

commitment to equality

...5.4 Hold a day of action to

promote equality

EVIDENCE...…………………………….Visual audit exercise

...Conduct an audit exercise of

all outreach programmes

...Population breakdown from the

local authority, census results...Audit findings

...Evidence that the post exists

...…………………………….Promotional materials, public

signing, public statement from

Director/Chief Executive...Highly visible notices, match

day programme notices/articles,

public address announcements and

website information...Provide details of articles/

features in local diverse media,

correspondence with community

groups and/or public signing of

action plan...Publicity materials e.g. from the

One Game, One Community weeks

of action game, Level Playing Field

campaign and Pride initiative

Intermediate Level — What are we doing? Key Objectives

...……………………………...……………………………...……………………………………YOUR ORGANISATION

18..………………………………………………………………………………...………………


...…………………………….2. Your employment policies reflect your commitment as an equal opportunities employer

KEY TASKS ...…………………………….1.1 Review and update your previous

Equality Action Plan and set specific

and achievable targets throughout

all areas of the club’s operation...1.2 Ensure all employees, including

all Directors and new employees,

continue to be made aware of the

club’s commitment to equality...…………………………….2.1 Develop additional employment

policies to strengthen the club’s

Equal Opportunities Policy; such as a

bullying and harassment policy and

monitor any complaints received...2.2 Include a club-wide commitment

to your Equal Opportunities Policy in

all job descriptions, work programmes

and induction programmes...2.3 Collect information on the

diversity of all employees, including

match day staff, by grade/level of

employment...2.4 Develop a specific programme to

widen representation in employment

across all areas of the club

...2.5 Develop a specific programme to

redress under-representation

in playing and coaching...2.6 Provide equality and diversity

training for all employees, including

Directors

EVIDENCE...…………………………….Update action plan

...Notes from board meetings/staff

meetings/newsletters/intranet

and induction packs for new

employees...…………………………….Policy documents and complaint

monitoring form

...Copies of job descriptions,

work programmes and induction

programmes

...Employee audit and written

analysis

...Details of the programme, e.g.

recruitment activity, mentoring,

leadership programmes, job

shadowing and work experience...Programme/project details

...Training documents, training

attendance records and evaluation

of training received



19..………………………………………………………………………………...………………


KEY TASKS ...…………………………….3.1 Review and update all reporting

policies to ensure they cover all

areas of equality and are in line with

current legislation...3.2 Review and update the

complaints monitoring process to

assess its effectiveness...3.3 Ensure all Safety Officers and

Stewards can recognise all forms of

discrimination ...3.4 Ensure information about the

club’s policy on discrimination,

harassment and abuse is widely

publicised, especially in season

ticket and membership renewal

information...3.5 Refresh and update advertising

materials that raise awareness of

reporting procedures

EVIDENCE...…………………………….Policy review and details of

any amendments made

...Review of club’s complaints

procedures

...Details of training programme,

attendance records and evaluation

forms...Season ticket/club members

literature and website information

...Examples of materials



20..………………………………………………………………………………...………………

OUTCOME...…………………………….4. Your football club reflects your community

KEY TASKS ...…………………………….4.1 Monitor the diversity of season

ticket holders and members through

ticket renewal applications ...4.2 Using findings from audit exercise

to ensure all services are marketed

effectively to groups and fans

under- represented on match days...4.3 Use the participation audit to

develop a community development

action plan to widen representation...4.4 Develop a working group (made

up of employees and/or external

partners) to look at issues of equality

at your club...4.5 Set up a consultation process

with key partners/stakeholders,

including under-represented

groups and fans, and set objectives

for action ...4.6 Review your access audit and

develop an access strategy with

timescales for implementation...4.7 Ensure your Disability Liaison

Officer receives relevant training and

develops a specific Disability Policy

for the club

EVIDENCE...…………………………….Monitoring forms and overall

statistics breakdown

...Publicity/marketing materials.

Marketing plan with realistic and

achievable targets

...Action plan that clearly

demonstrates how representation

is being widened...Minutes of group meetings

...Consultation findings

...Access strategy plan/schedule

...Appropriate training materials

and delegate feedback, evidence

of club policy



21..………………………………………………………………………………...………………

OUTCOME...…………………………….5. Publicly promote the activities of the club in working towards equality

KEY TASKS ...…………………………….5.1 Develop a specific community

project or scheme with external

partners to target under represented

groups and individuals...5.2 Use positive images of

under-represented groups and

individuals in promotional and

marketing materials at your club...5.3 Demonstrate regular

communication with diverse

media channels...5.4 Hold days of action with

a greater range of activities

to promote equality...5.5 Encourage community

use of your stadium and other

club facilities

EVIDENCE...…………………………….Project details

...Marketing/publicity materials

...Press correspondence,

media articles

...Materials from events

and activities

...Publicity materials,

correspondence with

community groups

Advanced Level — What has changed? Key Objectives

...……………………………...……………………………...……………………………………YOUR ORGANISATION

24..………………………………………………………………………………...………………


..…………………………….2. Your employment policies reflect your commitment as an equal opportunities employer

KEY TASKS ...…………………………….1.1 Produce an annual assessment

of the club’s equality and diversity

achievements, encompassing all

areas of the club’s operation ...1.2 Illustrate that all employees

(including Directors) demonstrate

the club’s commitment to equality...…………………………….2.1 Annually review and update the

club’s Equal Opportunities Policy and

other related employment policies

in line with current legislation and

good practice ...2.2 Illustrate how your employee

make-up has a fair representation

across all grades/levels...2.3 Evaluate the recruitment process

for both playing and coaching staff

at your club, including the academy/

centre of excellence...2.4 Ensure that all employees and

Directors have received up to date

training in equality issues, and

equality and diversity training forms

part of all new employees induction

EVIDENCE...…………………………….Annual assessment of

achievements presented to

the Board of Directors

...Employee appraisals and survey

...…………………………….Annual review

...Employee audit

...Recruitment evaluation

...Training statistics and feedback



25..………………………………………………………………………………...………………


...…………………………….4. Your football club reflects your community

KEY TASKS ...…………………………….3.1 Demonstrate how the club keeps

up to date with emerging issues or

tensions that might be reflected in

abuse, and what changes it makes to

the reporting policy as a result...3.2 Demonstrate evidence of

additional training/briefings/

discussions that embed knowledge

about all forms of discrimination for

Safety Officers and Stewards ...3.3 Continue to include information

annually about the club’s policy on


abuse and how to report incidents

in club correspondence and

publications...…………………………….4.1 Undertake regular monitoring

of the make-up of all supporters

to illustrate that your supporter

fan base is reflective of your local

community...4.2 Carry out a detailed

impact assessment of activities

undertaken to widen community

involvement, across all programmes...4.3 Evaluate the achievements,

activities and partnerships built as

a result of the working group and

community consultation...4.4 Implement disability access

improvements and undertake regular

access audit reviews

EVIDENCE...…………………………….Annual review of reporting policy

...Briefing information,

training materials and training

evaluation

...Publications and correspondence

to season ticket holders and

members. Survey among fans to

show awareness of the club’s

policy on discrimination

...…………………………….Audit reports

...Impact assessment

...Report of activities undertaken

by working group(s) and review

of targets set at consultation

meetings...Report of improvements

undertaken and review findings



26..………………………………………………………………………………...………………

OUTCOME...…………………………….5. Publicly promote the activities of the club in working towards equality

KEY TASKS ...…………………………….5.1 Publicise and promote your

achievements as a club that has

excelled in taking forward

equality policies and practices

and understands its community

environment...5.2 Provide an assessment of the

community use of your stadium, and

other club facilities, to illustrate

that the club is being used by a cross

section of community groups ...5.3 Organise regular and detailed

days of action to promote equality

EVIDENCE...…………………………….Publicity materials, media articles,

press releases

...Community use assessment/

timetable

...Project details, publicity materials

Accreditation Process

...………………………………………………………………………………….Clubs will be expected to provide evidence for each of the key tasks listed in the Equality Standard.

All evidence will need to be be recorded, collated and analysed to provide an assessment of the achievements and progress the club has made.

29..………………………………………………………………………………...

Vital sources of evidence include:

• Audit forms/monitoring information

• Publicity materials; including match

day programmes and club magazines/

newsletters

• Correspondence with under-represented

community groups and individuals

• Minutes of meetings/consultations

• Correspondence with management

• Photographs of signs/perimeter boards/

public signing of the Equality Action Plan

• Communications — web pages, letters

from schools/organisations, media

announcements

Kick It Out’s Development Officer will be on

hand throughout the process to assist, advise

and make recommendations about the most

appropriate methods of evidence to support

each objective. This will ensure that all clubs

submit the most relevant evidence against

each key task.

Clubs will also be provided with a set of

guidance notes which provides templates,

advice and best practice examples of

required evidence.

Kick It Out will continue to support clubs when

they are ready to submit their evidence for

consideration by the accreditation panel. The

independent accreditation panel is chaired

by Lord Herman Ouseley and comprised of key

experts from the field of equality and diversity.

Once the accreditation panel is satisfied that

the objectives have been met for each level

and sufficient evidence has been submitted

to show that equality is at the forefront of

the club’s structure, the club will be awarded

with a kite mark as a sign of achieving the

first stage of the Equality Standard.

The club will then be presented with a

certificate to mark their achievement.

The presentation usually takes place on the

pitch before one of the club’s fixtures.

This process of collation will be repeated for

the Intermediate and Advanced level. Separate

awards and kite marks will be made to clubs

that go on to achieve each of the three levels

of the Equality Standard.

Once obtained, each level with be valid for

three years, during which time the club is

expected to progress on to the next level.

Failing that, the club will be required to

submit updated evidence for the level already

attained.

Useful Contacts

...………………………………………………………………………………….

31..………………………………………………………………………………...

Information has been drawn from various sources to aid the development of the Equality Standard. The following organisations can be contacted for further details and advice:...……………………………………..EQUALITY AND HUMAN RIGHTSCOMMISSION (EHRC)3 More London, Riverside Tooley StreetLondon SE1 2RGTelephone: 020 3117 0235Email: [email protected]: www.equalityhumanrights.com...……………………………………..NATIONAL ASSOCIATION OFDISABLED SUPPORTERS (NADS)PO Box 2909Reading RG1 9LDTelephone: 0845 230 6237Email: [email protected]: www.nads.org.uk...……………………………………..WOMEN’S SPORT AND FITNESSFOUNDATION (WSFF)3rd Floor, Victoria HouseBloomsbury SquareLondon WC1B 4SETelephone: 020 7273 1740Email: [email protected]: www.wsff.org.uk...……………………………………..STONEWALLTower Building, York RoadLondon SE1 7NXTelephone: 020 7593 1850Email: [email protected]: www.stonewall.org.uk

U

SPORTING EQUALS1301 Stratford Road, Hall GreenBirmingham B28 9HHTelephone: 0121 777 1375Web: www.sportingequals.org.uk ...……………………………………..GAY FOOTBALL SUPPORTERSNETWORK (GFSN)Web: www.gfsn.org.uk...……………………………………..THE FOOTBALL ASSOCIATION25 Soho SquareLondon W1D 4FAWeb: www.thefa.com...……………………………………..THE PREMIER LEAGUE30 Gloucester PlaceLondon W1U 8PLEmail: [email protected]: www.premierleague.com...……………………………………..THE FOOTBALL LEAGUEEdward VII Quay, Navigation WayPreston PR2 2YFEmail: [email protected]: www.football-league.co.uk

Kick It Out is supported and funded by tthe game’s governing bodies, includingthe Professional Footballers Association(PFA), the Premier League, the Football Foundation and The Football Association

Unit 3, 1–4 Christina StreetLondon EC2A 4PA...Telephone 0207 684 4884...Facsimile 0207 684 4885...Email [email protected] www.kickitout.org

22895 22895 equality standard - kick it out€¦ · 11 introduction to the equality standard... ......

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