EDI Policy

Policy Summary

This policy outlines the Jersey Water Polo Association’s (JWPA) commitments and responsibilities relating to Equality, Diversity and Inclusion across all areas of the sport. It sets out expectations, legal obligations, procedures for dealing with breaches, and guidance on promoting an inclusive culture within water polo in Jersey.

For the purposes of this policy:

Equality – Ensuring that every individual has an equal opportunity to participate, develop and contribute, free from discrimination or unfair barriers.

Diversity – Recognising, respecting and valuing the differences between people, including differences in background, identity, experience and perspectives.

Inclusion – Creating an environment where everyone feels welcomed, respected, supported and able to reach their full potential.

Applicable To

This policy applies to all JWPA stakeholders, including but not limited to:

Committee members, players, coaches, officials, volunteers, affiliated clubs, contractors, employees (if applicable), and applicants for any role within the Association.

This policy is mandatory for all individuals involved in JWPA activities.

Contents

• Policy Statement

• Policy Objectives

• Legal Requirements

• Discrimination, Harassment & Victimisation

• Reasonable Adjustments

• Tackling Inequalities

• Responsibility, Implementation & Communication

• Monitoring & Evaluation

• Complaints Procedures

1. Policy Statement

The Jersey Water Polo Association (JWPA) is committed to ensuring that water polo in Jersey is accessible, inclusive and welcoming to all.

Our mission is to grow and develop water polo by removing barriers, tackling inequalities and promoting participation for everyone, regardless of background, identity or circumstance.

We recognise that certain groups may be under‑represented within our sport, including but not limited to:

• People from ethnically diverse communities

• Disabled people or those with long‑term health conditions

• Members of the LGBTQ+ community

• Individuals from lower socio-economic backgrounds

JWPA is committed to better understanding these inequalities and taking proportionate, positive action to address them. We will work to create a culture where inclusion, welfare, respect and safety are at the heart of the sport.

Water polo is a team sport and a life-enhancing activity. As such, we believe strongly that everyone should have the opportunity to enjoy and benefit from it.

Anyone requiring this policy in a different format or needing guidance may contact JWPA via info@jwpa.co.uk

2. Policy Objectives

JWPA is fully committed to the principles of equality of opportunity across all its operations.

JWPA believes water polo is a sport for everyone and should be accessible to the fullest extent possible.

We aim to create an inclusive culture built on fairness, respect, openness, transparency, opportunity and belonging.

All stakeholders—committee members, coaches, volunteers, players, clubs and partners—share responsibility for promoting and upholding this policy.

JWPA recognises that people from certain groups may not have been able to participate equally in the past. This policy aims to prevent and address any direct or indirect discrimination or unfair treatment.

We commit to developing diverse and flexible opportunities to ensure fair access to participation, training and competition.

JWPA values the contribution that a diverse community brings and is committed to eliminating unlawful and unfair treatment.

JWPA will also promote dignity and respect within the water polo environment, supported by associated safeguarding and welfare policies.

3. Legal Requirements

JWPA recognises its responsibility to comply with relevant Jersey discrimination legislation, including the Discrimination (Jersey) Law 2013 and any subsequent amendments.

JWPA must ensure that no stakeholder is discriminated against on the basis of race, sex, sexual orientation, age, disability, pregnancy/maternity, gender reassignment, marital status, religion/belief or any other characteristic protected by Jersey law.

JWPA will review this policy regularly to ensure it remains aligned with legal updates and best practice.

4. Discrimination, Harassment & Victimisation

JWPA considers the following unacceptable:

Direct discrimination – treating someone less favourably because of a protected characteristic.

Indirect discrimination – applying rules or practices that disadvantage people with a protected characteristic, unless objectively justified.

Harassment – unwanted behaviour that violates someone’s dignity or creates an intimidating, hostile, degrading or offensive environment.

Victimisation – treating someone unfairly because they raised concerns or acted under discrimination law.

Such behaviour will be treated as misconduct and may result in disciplinary action.

5. Reasonable Adjustments

JWPA recognises its duty to make reasonable adjustments for disabled people.

Decisions about what is reasonable will consider:

• effectiveness

• practicality

• cost

• health and safety implications

Adjustments may include adapting environments, altering approaches, or providing additional support to ensure equitable access.

6. Tackling Inequalities

To further equality, JWPA may take positive action, where proportionate and lawful, to support under‑represented groups.

JWPA will maintain an Equality, Diversity and Inclusion Action Plan (EDI Plan) to monitor progress and set priorities.

JWPA will establish an internal working group or designate a committee lead to oversee EDI matters.

7. Responsibility, Implementation & Communication

Responsibility

The JWPA Committee is responsible for ensuring this policy is implemented and reviewed.

A committee member will be appointed as EDI Lead to champion equality matters and ensure EDI is considered in decision‑making.

All coaches, volunteers and officials must understand and comply with this policy.

JWPA encourages all stakeholders to challenge inappropriate behaviour and will support them in doing so.

Implementation

JWPA will:

• Ensure recruitment, selection and appointments reflect EDI principles

• Require suppliers, coaches and club partners to adhere to this policy

• Provide training or guidance on inclusive practices where appropriate

• Support affiliated clubs to implement effective EDI standards

Communication

This policy will be:

• Available through JWPA’s website and on request

• Included in welcome packs for volunteers, officials and coaches

• Highlighted during training, education and induction processes

8. Monitoring & Evaluation

This policy will remain in force until amended or replaced.

The JWPA Committee will review the policy annually or sooner if required by legal or operational changes.

Progress against the EDI Action Plan will be recorded and reviewed regularly. 

9. Complaints Procedures

Any stakeholder who believes they have been subject to inequitable treatment may raise a complaint.

Complaints should be directed to the JWPA Committee.

If the complaint relates to safeguarding, it will be handled under the JWPA Safeguarding Policy.

JWPA will ensure complaints are handled fairly, confidentially and without victimisation.

Appropriate action will be taken against any individual who breaches this policy.

This policy will be reviewed annually, or earlier if required due to changes in legislation, local guidance, or recognised best‑practice standards.