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Equality and Diversity

Otium Entertainment Group Limited t/a Coventry City Football Club (“the Club”) is committed to promoting inclusion and to confronting and eliminating discrimination of any form.

The Club’s Commitment

The Club will not tolerate any form of discrimination against any person and will take specific action against any employee, volunteer, stakeholder or supporter who engages in any act of discrimination.

The Club and its staff shall ensure that there is universal respect for all employees, supporters, community groups and partners, irrespective of:

  • Colour
  • Race
  • Ethnic or National origin
  • Nationality
  • Religion or beliefs
  • Age
  • Gender
  • Gender Reassignment
  • Sexual Orientation
  • Marital Status
  • Disability

The Club is an equal opportunity employer and is committed to a policy of treating all its employees and job applicants equally.  The Club will avoid unlawful discrimination in all aspects of employment including recruitment and selection, promotion, transfer, opportunities for training, pay and benefits, other terms of employment, discipline, selection for redundancy and dismissal.

We will create and maintain a Club in which fairness, equality, anti-discrimination and diversity is maintained, promoted and enforced for the benefit of everyone.

The Club actively supports a number of equality and diversity campaigns, including Kick It Out, Football v Homophobia and Level Playing Field.

The Club has signed up to the FA’s Football Leadership Diversity Code whereby we have committed to embedding greater diversity across senior leadership teams, team operations and coaching within Coventry City Football Club in our recruitment practices.

The Club has developed policies and procedures which are fully supported by the Board, and in accordance with The Football League’s Code of Practice requirements, and has appointed an Equality Champion and Lead Officer. An advisory group will meet regularly to consider equality, diversity and inclusion throughout the Club and will include employees, volunteers, and stakeholders in these discussions. The group’s remit includes developing an Equality Action Plan and the Lead Officer will report to the Board regularly.

The Club will ensure that it treats everyone fairly and with respect and that it will provide access and opportunities for all members of the community to take part in, and enjoy, its activities. Every staff member, Board member, official, spectator, fan and visiting teams can be assured of an environment in which their rights, dignity and individual worth are respected, and in particular, that they are able to work and watch football in an environment without the threat of intimidation, victimisation, harassment or abuse.

Complaints and compliance

The Club regards all forms of discriminatory behaviour, including (but not limited to) behaviour described is this statement as unacceptable, and is concerned to ensure that individuals feel able to raise any bona fide grievance or complaint related to such behaviour without fear of being penalised for doing so. Appropriate disciplinary action will be taken against any employee, member or volunteer, spectator or fan who is found, after a full investigation, to have violated the Equality Policy.

If you would like to report an incident of racism or discrimination on a matchday, please speak to your nearest Steward.

If you would like report an incident of racism or discrimination after a matchday, please e-mail: matchday@ccfc.co.uk.

Positive Action and Training

Club Staff undertake regular training in Equality, Diversity & Inclusion.

The Club is committed to equality, inclusion, and anti-discrimination as part of The Football League’s Code of Practice.  The Club will commit to a programme of raising awareness and educating, investigating concerns, and applying relevant and proportionate sanctions, campaigning, widening diversity and representation and promoting diverse role models, which we believe are all key actions to promote inclusion and eradicate discrimination within football.

This Equality Policy will be reviewed and updated, if required, on an annual basis.

Signed and endorsed by the Chairman and CEO      

(Updated and Endorsed by the Board: June 2021)

To see our latest Gender Pay Gap Report and Figures, for 2021/22, please click here.

For the Gender Pay Gap Report and Figures for the period 2018/2019 - please click here. 

For the Gender Pay Gap Report and Figures for the period 2019/2020 - please click here.

For the Gender Pay Gap Report and Figures for the period 2020/2021 - please click here

 

                                       

Legal rights

Discrimination has been legally defined through a series of legislative acts, including the Race Relations Act, the Sex Discrimination Act, the Disability Discrimination Act and the Equality Act 2006.

In April 2010, the Equality Act 2010 received Royal Assent. The Equality Act 2010 is a new law which harmonises where possible, and in some cases extends, protection from discrimination. It applies throughout the UK and came into force in October 2010.

Discrimination refers to unfavourable treatment on the basis of particular characteristics, which are known as the ‘protected characteristics’. Under the Equality Act 2010, the protected characteristics are defined as age (employment only until 2012), disability, gender reassignment, marital or civil partnership status (employment only), pregnancy and maternity, race (which includes ethnic or national origin, colour or nationality), religion or belief, sex (gender) and sexual orientation.

Under the Equality Act 2010, individuals are protected from discrimination ‘on grounds of’ a protected characteristic . This means that individuals will be protected if they have a characteristic, are assumed to have it, associate with someone who has it or with someone who is assumed to have it.

 

Modern Slavery

Coventry City is commited to preventing slavery and human trafficking in our business activities.

To see our Modern Slavery and Human Trafficking statement, please click here.