BOECC, in all its activities, is fully committed to the principles of equality of opportunity in cricket, and to ensuring that its employees, members and all other individuals working or volunteering for BOECC, and participating in or watching BOECC activities are treated fairly and are able to conduct their activities free from discrimination, harassment or intimidation.

We recognise speaking up on such matters is difficult. A welcoming culture based on openness, trust and empathy is what we hope for, and is something we will continually strive to aim for. Our Club Safeguarding Officer Michael Chadwick. is available for all of our members. Any discussions will be treated privately, and will work closely with you on how best to take forward any issues.

• BOECC, in all its activities will not discriminate, or in any way treat anyone less favourably against on the grounds of age, gender, disability, race, parental or marital status, pregnancy, religion, belief, sexual orientation.
• BOECC will not tolerate harassment, bullying, abuse or victimisation of individuals
• BOECC will endeavour to create access and opportunities for all those individuals who wish to participate, and are lawfully eligible to participate, in its activities.
• BOECC will ensure that it complies with the requirements of the Equality Act 2010 and shall take all reasonable steps to ensure that its employees, members and volunteers adhere to these requirements and this policy.
• This policy is fully supported by BOECC officers and [management committee] who are responsible for the implementation of this policy.

BOECC is committed to the investigation of any claims when brought to its attention, of discrimination, harassment, bullying, abuse or victimisation of an individual, and reserves the right to impose such sanction as it considers appropriate and proportionate, where such is found to be the case.

• In the event that any employee, member, volunteer, participant or spectator feels that they have suffered discrimination, harassment, bullying, abuse or victimisation, they should report the matter in writing to a member of the management committee of BOECC.
• Any such report should include: details of what occurred; when and where the occurrence took place; any witness details and copies of any witness statements.
• If the accused individual is an employee, the management committee will regard the issue as a disciplinary issue and will follow BOECC employment disciplinary procedure.
• If the accused individual is a non-employee, the management committee:
1. May decide (at its sole discretion) to uphold or dismiss the complaint without holding a hearing;
2. May (at its sole discretion) hold a hearing at which both parties will be entitled to attend and present their case;
3. Will have the power to impose any one or more of the following sanctions on any person found to be in breach of any policy: (a) warn as to future conduct; (b) suspend from membership; (c) remove from membership; (d) exclude a non-member from the facility, either temporarily or permanently; and (e) turn down a non-member’s current and/or future membership application; and
4. Will provide both parties with written reasons for its decision.
• A party may appeal a decision of the management committee to the relevant County Cricket Board by writing to the relevant County Cricket Board within 3 months of BOECC decision being notified to that party.
• If the nature of the complaint is with regard to the management committee of the BOECC the complainant may report the complaint directly to the relevant County Cricket Board.

This policy will be reviewed periodically by the BOECC in consultation with the England and Wales Cricket Board Limited.

For further information, please contact our Club Safeguarding Officer Michael Chadwick.