K.O London Ltd (K.O Combat Academy and K.O Boxing) is committed to encouraging equality, diversity and inclusion among our workforce, members, participants and volunteers (which will be referred to in this document as our ‘Stakeholders’) and eliminating unlawful discrimination.
The aim is to create an environment where our Stakeholders are truly representative of all sections of society, and for each Stakeholder to feel respected, comfortable and in an environment where they can give their best.
In the providing of our space and services K.O London Ltd. is committed against unlawful discrimination of customers or the public.
The policy’s purpose is to:
Provide equality, fairness and respect for all in our community.
Provide a space where all stakeholders are welcome, comfortable and free of any discrimination.
Eliminate any discriminate of Stakeholders under 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.
Eliminate any discrimination based on socio-economic circumstance and build an environment where everyone no matter their background feels equal, safe and welcome.
Oppose and avoid all forms of unlawful discrimination.
At K.O London Ltd. we commit to:
Encourage equality, diversity and inclusion in our space as they are fundamental to our core beliefs as a community space.
Providing a space where any disabled Stakeholder is welcome. We will do this by ensuring implementation of any adjustments to allow them to participate in sports activity more fully.
Eliminate all forms of discrimination. This entails ‘direct discrimination’ – treating someone less favourable than you would treat others due to a protected characteristic. ‘Indirect discrimination’ – if there is a practise that applies in the same way but disadvantages those with a protected characteristic. ‘Bullying’ – misusing one’s power to humiliate or undermine the confidence of another individual. ‘Victimisation’ – displaying detriment to someone who has taken action in good faith under any principles outline in the 2010 Equality Act. ‘Harassment’ – violating the personal space and engaging in unwanted conduct whether it is based on a protected characteristic or if it is an advance of a sexual nature.
Sexual harassment may amount to a criminal matter, such as in sexual assault allegations. In addition, 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.
At K.O London Ltd. all forms of discrimination against a Stakeholder are to be classed as serious misconduct. Complaints will be handled with the utmost importance and action will be taken appropriately.
We will maintain a training environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all Stakeholders are recognised and valued. This commitment includes training managers and all other staff about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities, prevent bullying, harassment, victimisation and unlawful discrimination.
Make opportunities for training, development and progress available to all coaches and staff, 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.
All decisions concerning coaches and staff are based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
To safeguard individual rights and adhere to our K.O Equality Policy any Stakeholder who believes they have been wrongfully treated under anything in this policy may raise the matter through the correct procedure.
Matters will be fully investigated and correct disciplinary procedures will be taken against any ‘stakeholder’ who wrongfully discriminates. Coaches and staff will be subject to our internal investigatory and disciplinary procedures. Any individual raising a grievance will not be penalised for doing so unless it is untrue and not made in good faith.