Equality, Diversity, and Inclusion Policy


Policy Statement

Rajasthan Royals Academy London is committed to eliminating unlawful discrimination and encouraging diversity amongst our workforce, including our volunteer workforce. Our aim is that our workforce will be truly representative of all sections of society and for each individual to feel respected and be able to give of their best.

Purpose and Scope

The purpose of this policy is therefore to provide equal opportunity and fairness for all in our employment and not to discriminate on grounds of gender, race, gender reassignment, marriage or civil partnership, pregnancy or maternity, disability, sexual orientation, religion or belief or age. We oppose all forms of unlawful and unfair discrimination as detailed by the Equality Act 2010. All those working on behalf of the Organisation, including volunteers, will be treated fairly and with respect. Selection for employment, promotion, training or any other benefit will be on the basis of aptitude and ability.

The Organisation, in providing services and facilities, is also committed against unlawful discrimination of customers and/ or the general public.

The Organisation commits to:

• Provide equality of opportunity, fairness and respect for all in our employment, whether temporary, part-time or full-time.

• Not unlawfully discriminate because of the protected characteristics outlined in the Equality Act 2010: 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 mitigate against all forms of unlawful discrimination; this includes, in pay and benefits; terms and conditions of employment; dealing with grievances and disciplinaries; dismissal; redundancy; leave for parents; requests for flexible working; and selection for employment, promotion, training or other developmental opportunities.

• Adhere to the ECB’s Anti-Discrimination Code of Conduct.

• Carry out ongoing reviews of its work practices to encourage diversity and inclusion in the workplace.

• 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.

• Train managers, the Board, and all other employees about their rights and responsibilities under the Equality, Diversity, and Inclusion

Policy. Responsibilities include conducting themselves to prevent bullying, harassment, victimisation and unlawful discrimination. All staff should understand they, as well as their employer, can be held liable for acts of  bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public.

• Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public 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 may lead to dismissal without notice.

• Make staff aware that any complaint relating to sexual harassment, may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, staff will be informed that harassment under the Protection from Harassment Act 1997 (which is not limited to circumstances where harassment relates to a protected characteristic), is a criminal offence.

• Provide opportunities for training, development and progress to all staff, who will be helped and encouraged to develop their full potential.

• Base decisions concerning staff, on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).

• Review employment practices and procedures, when necessary, to ensure fairness, updating them and the policy to take account of changes in the law.

• Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging inclusion and diversity, and in meeting the aims and commitments set out in the Equality and Diversity and Inclusion Policy



Whistle Blowing Policy

Rajasthan Royals Cricket Academy London is committed to maintaining a culture where it is safe and acceptable for all those involved in cricket to raise concerns about unacceptable practice and misconduct.
Rajasthan Royals Cricket Academy London Cricket assures all involved in cricket that they will be treated fairly and that all concerns will be properly considered. In cases where the suspicions prove to be unfounded, no action will be taken against those who report their suspicions/allegations, provided they acted in good faith and without malicious intent. The Public Interest Disclosures Act 1998 protects whistle blowers from victimisation, discipline or dismissal where they raise genuine concerns of misconduct or malpractice.
You may be the first to recognise something is wrong, but you may not feel able to express your concerns out of a belief that this would be disloyal to colleagues or you may fear harassment, victimisation or disadvantage. These feelings, however natural, must never result in a child, young person or adult at risk continuing to be unnecessary at risk. Remember, it is often the most vulnerable who are targeted. These individuals need someone like you to safeguard their welfare. Those involved in the sport must acknowledge their individual responsibilities to bring matters of concern to the attention of the relevant people and/or agencies. Although this can be difficult, it is particularly important where the welfare of a child, young person or an adult may be at risk.

Reasons for whistle blowing

Each individual has a responsibility for raising concerns about unacceptable practice or behaviour:

- To prevent the problem worsening or widening

- To protect or reduce risk to others

- To prevent becoming implicated yourself

What happens next?

-You should be given relevant information on the nature and progress of enquiries

-All concerns will be treated in confidence. During the process of investigating the matter, every effort will be made to keep the identity of those raising the concern unknown, except to the minimum number of individuals practicable

-Your Academy Safeguarding Officer, has a responsibility to protect you from harassment or victimisation

-No action will be taken against you if the concern proves to be unfounded and was raised in good faith

-Malicious allegations may be considered a disciplinary offence

Who do I tell?

The Academy Safeguarding Officer, Rohan Kapadia info@Rajasthan Royals Cricket Academy or on 07786544565 or the ECB Safeguarding Team or on 0207 432 1200. For employees you can also contact Protect on 0203 117 2520 or online via their website


Feedback The amount of feedback relating to the issue will vary depending on the nature and result of the investigations. However, where possible, those who have concerns will be kept informed of the progress and conclusion of investigations, although they may not be informed of the detail unless they would need this information in order to safeguard individuals.