About Page
Coaches:
Head Teacher / Coach:
Lisa Woods
Level 2 Teacher / Coach:
Neil Green
Alan Thomas
Emily Thomas
David Ashcroft
Kelly Fitzpatrick
Karen Twist
Trevor Little
Daniel Brennan
Marc Westhead
Annette Hughes
Kirsty Nickson
Emily Wilding
Level 1 Teacher / Coach:
Stephen Bennett
Chris Royle
Rebecca Herbert
Amelia Heaton
Lisa Woods
Level 2 Teacher / Coach:
Neil Green
Alan Thomas
Emily Thomas
David Ashcroft
Kelly Fitzpatrick
Karen Twist
Trevor Little
Daniel Brennan
Marc Westhead
Annette Hughes
Kirsty Nickson
Emily Wilding
Level 1 Teacher / Coach:
Stephen Bennett
Chris Royle
Rebecca Herbert
Amelia Heaton
Pools:
Ashton Leisure Centre
Newton Leisure Centre (Formally Selwyn Jones Leisure Centre)
Committee:
Committee:
The club is administered by a committee which is elected each year at the Annual General Meeting. The AGM is held in December. The committee consists of a President (non-voting), a Chairman, a Treasurer, and a Secretary and up to ten members, including parent representatives. The purpose of the committee is to ensure that the club is run legally and is financially sound. Each position has a job description which details the roles and responsibilities of the post holder.
Committee Members 2025
Chairman Trish Little [email protected]
Secretary Rachel Boyers [email protected]
Treasurer Wendy Orr [email protected]
Membership secretary Wendy Orr [email protected]
Head Coach / Teacher Lisa Woods [email protected]
Welfare Officer Alaina Lovett [email protected]
Equipment Officer Hannah Allen [email protected]
Media Officer Emily Thomas [email protected]
Fundraising Officer Martin Cook [email protected]
Team Manager Lisa Woods [email protected]
Group representatives: Marc Westhead, Carol Harrison, Sharon Ward, Niel Chisnall and Kevin Bennett
General Enquires: [email protected]
Committee Members 2025
Chairman Trish Little [email protected]
Secretary Rachel Boyers [email protected]
Treasurer Wendy Orr [email protected]
Membership secretary Wendy Orr [email protected]
Head Coach / Teacher Lisa Woods [email protected]
Welfare Officer Alaina Lovett [email protected]
Equipment Officer Hannah Allen [email protected]
Media Officer Emily Thomas [email protected]
Fundraising Officer Martin Cook [email protected]
Team Manager Lisa Woods [email protected]
Group representatives: Marc Westhead, Carol Harrison, Sharon Ward, Niel Chisnall and Kevin Bennett
General Enquires: [email protected]
Swim Mark (Formerly Swim 21) Accreditation For Clubs:
SwimMark accreditation is Swim England’s quality standard for clubs. It recognises high standards of governance, sustainability and effectiveness.
Any affiliated Swim England club can apply for the accreditation, regardless of your club’s size or the disciplines you deliver.
What is Swim Mark About?
Creating the best possible swimming experience for all
Raising the quality of aquatics provision across all areas
SwimMark Essential Club
This is the primary module for clubs, helping you to achieve good governance, grow membership, develop volunteers and ensure your activity is sustainable and in line with your club objectives. It is accredited every two years with a health check in-between.
Any affiliated Swim England club can apply for the accreditation, regardless of your club’s size or the disciplines you deliver.
What is Swim Mark About?
Creating the best possible swimming experience for all
Raising the quality of aquatics provision across all areas
SwimMark Essential Club
This is the primary module for clubs, helping you to achieve good governance, grow membership, develop volunteers and ensure your activity is sustainable and in line with your club objectives. It is accredited every two years with a health check in-between.
Easy Fund Raising Ashton Central
Constitution:
Swim England Policy:
Swim England Policy
Equality Policy
1. Policy Objectives
1.1. The Amateur Swimming Association (Swim England) Limited and its subsidiaries are fully committed to the principles and practice of equality of opportunity in all its functions: as an employer, membership organisation, awarding body, in its training and development of teachers and coaches; involvement with officials and administrators; as an advisor to swimming pool designers and operators and as a facilitator of the aquatic disciplines by all its members. It is responsible for ensuring that no job applicant, employee, volunteer, member, service user or person within its jurisdiction (together "Stakeholders") are unlawfully discriminated against because of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation (together the "Protected
Characteristics under the Equality Act 2010") or any other irrelevant characteristic.
1.2. The Swim England considers the aquatic disciplines to provide “sport for all”. They can and should be made accessible to everyone, to the greatest extent possible.
1.3. Within the organisation, Swim England aims to build a culture that values meritocracy, openness, fairness, respect and transparency. This is in keeping with the corporate values of respect and belief, commitment and support, innovation and drive, openness and trust.
1.4. To that end, all employees, volunteers, clients, members, suppliers and contractors whether permanent or temporary are responsible for the promotion and advancement of this Equality Policy. Swim England will also encourage partner organisations to adopt and demonstrate their commitment to the principles and practice of equality as set out in this Equality Policy.
2. Purpose of the Policy
2.1. Swim England recognises that individuals (and/or certain groups in our society who share one or more Protected Characteristics) may not have been able to participate equally and fully in sports related activities in the past. This Policy has been produced to try to prevent and address any unlawful discrimination or other unfair treatment, whether intentional or unintentional, direct or indirect, against Stakeholders that may preclude them from participating fully in swimming’s related activities.
2.2. Swim England recognises the diversity of provision that is required in order to ensure that all people regardless of their Protected Characteristics or social or economic background can access swimming and develop at a level that is appropriate to them.
2.3. Swim England recognises the need to provide different and diverse opportunities as a means of creating entitlement and access.
Reference
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2.4. In addition Swim England recognises that we live in a diverse society and will endeavour to ensure that all Stakeholders are given the same opportunities regardless of their protected characteristics and or socio-economic backgrounds.
2.5. Internally, Swim England is fully committed to the elimination of unlawful and unfair discrimination and values the differences that a diverse workforce brings to the organisation. This Policy has been produced to try to prevent and address any unlawful discrimination or other unfair treatment, whether intentional or unintentional, direct or indirect, against the workforce. Swim England shall also promote dignity in the workplace through its Commitment to Dignity in the Workplace statement, which forms a related but separate policy of Swim England. Other related but separate HR
policies shall also be implemented and/or maintained to further the objectives of Equality and Diversity generally.
3. Legal Requirements
3.1. Swim England is required by law not to unlawfully discriminate against its Stakeholders and recognises its legal obligations under, and will abide by the requirements of, the Equality Act 2010, and any equivalent legislation (as amended) in any UK jurisdiction, Jersey, Guernsey or the Isle of Man and any later amendments to such legislation or subsequent equality related legislation that may be relevant to Swim England.
3.2. Swim England will seek advice each time this Policy is reviewed to ensure it continues to reflect the current legal framework and good practice.
3.3. Swim England recognises the following as being unacceptable: “Discrimination, harassment, bullying and victimisation”
3.4. Unlawful discrimination which can take the following forms:
3.4.1
Direct Discrimination: treating someone less favourably than you would treat others because of a Protected Characteristic.
3.4.2
Indirect Discrimination: applying a provision, criterion or practice which, on the face of it, applies equally to all but which, in practice can disadvantage individuals with a particular Protected Characteristic. Such requirements or conditions are lawful only if they can be objectively justified.
3.4.3
Harassment: engaging in unwanted conduct relating to a relevant Protected Characteristic or unwanted conduct of a sexual nature where the conduct has the purpose or effect of violating the recipient's dignity or creating an
intimidating, hostile, degrading, humiliating or offensive environment for the recipient, or any other individual affected by such conduct. Swim England is committed to ensuring that its Stakeholders are able to conduct their activities free from harassment.
3.4.4
Bullying: the misuse of power or position to criticise persistently or to humiliate and undermine an individual's confidence.
3.4.5
Victimisation: subjecting someone to a detriment because he or she has in good faith taken action under the Equality Act 2010 (or equivalent legislation) by bringing proceedings, giving evidence or information in relation to proceedings, making an allegation that a person has contravened the Equality Act 2010 (or equivalent legislation) or doing any other thing for the purpose of or in connection with the Equality Act 2010 (or any equivalent legislation).
3.5. Swim England regards discrimination, harassment, bullying or victimisation, as described above, as serious misconduct. All complaints will be taken seriously and appropriate measures including disciplinary action may be brought against any Stakeholder who unlawfully discriminates against, harasses, bullies or victimises any other person.
“Reasonable Adjustments”
3.6. When any decision is made about an individual, the only personal characteristics that may be taken into account are those that are consistent with any relevant legislation and are relevant to the substance of the decision being made.
3.7. Swim England recognises that it has a duty to make reasonable adjustments for disabled persons.
3.8. The duty to make reasonable adjustments includes the removal, adaptation or alteration of physical features, if the physical features make it impossible or unreasonably difficult for disabled people to make use of services. In addition, when acting as a service provider, Swim England has an obligation to think ahead and address any barriers that may impede disabled people from accessing its service.
3.9. Swim England will consider all requests for adjustments and where possible will accommodate reasonable requests and will work with disabled Stakeholders to implement any adjustments that will enable them to participate more fully.
“Transgender Athletes”
3.10. Swim England considers that the aquatic disciplines are gender affected sports under the Equality Act 2010 and refers any transgender athletes to its policy relating to participation by transgender persons.
4. Responsibility, implementation and communication
4.1. The following responsibilities will apply:
4.1.1.
The Swim England Board is responsible for ensuring that this Equality Policy is implemented, followed, and reviewed when appropriate. The Swim England Board is also responsible for ensuring that this Equality Policy is enforced and any breaches are dealt with appropriately. The Chief Executive Officer has the overall responsibility for the implementation of this Equality Policy.
4.1.2.
A Swim England Board member will be appointed by the Board in consultation with the Chief Executive as the "Equality Champion" and will ensure that equality is included as an agenda item at Board meetings when appropriate and that the Board takes equality issues into consideration when making decisions.
4.1.3.
A member of staff will be designated by the Chief Executive, in conjunction with the Equality Champion, as an officer with responsibility for equality and who shall be known for the purposes of this Policy as “Equality Officer”. The Equality Officer shall work in conjunction with the Equality Champion, and will have the overall day-to-day responsibility for the implementation of this Equality Policy and for achieving any equality related actions resulting from it. An internal cross-departmental equality and diversity group will be created to provide additional support, which shall be chaired by the Equality Officer.
4.1.4.
Objectives relating to fair and inclusive practices will be included in all employees' performance indicators and will form an integral part of performance reviews throughout the year. Individual work programmes for Swim England staff will be amended to include equality-related tasks where appropriate.
4.2 This Equality Policy will be implemented as follows:
4.2.1
Swim England will establish an Equality Action Plan which shall include a review of its policies and practices on an ongoing basis, to ensure continuing compliance with relevant legislation, demographics and internal business requirements and where possible good practice;
4.2.2.
Swim England will develop and cascade a diversity vision statement;
4.2.3.
Swim England will develop and cascade a Commitment to Dignity in the Workplace statement; Swim England will develop and cascade other applicable policies, procedures and statements required to further this Equality Policy and the objectives of equality and diversity generally; Swim England will also maintain, develop and cascade as appropriate current related policies (including by way of example those listed in the annex to this Policy).
4.2.4.
All job packs sent out by Swim England will contain a policy statement similar to the following: " Swim England is committed to providing equal opportunities for all and is committed to following best practice in the welfare of young people and vulnerable adults. For further information please consult www.swimming.org"
4.2.5.
No applicant for any post (including job applicants, consultant advisers and suppliers) will be placed at a disadvantage by requirements or conditions which are not necessary to the performance of the job or which constitute unlawful discrimination;
4.2.6.
Terms and Conditions of service will be regularly reviewed from an equality and diversity perspective;
4.2.7
Consultants and advisers (and where appropriate suppliers) to Swim England will be required to abide by this Equality Policy and it will be referred to in any service level agreements or contracts issued by Swim England;
4.2.8
Swim England Volunteer Policy shall include reference to the Equality Policy and a copy of this Equality Policy shall be provided volunteers;
4.2.9
Swim England will join appropriate organisations in order to network, promote and exchange best practice Swim England will produce a Best Practice equality policy for all affiliated clubs to adopt, and will remind clubs of their ongoing obligations under the law and under its affiliation to Swim England.
4.3 This Equality Policy will be communicated in the following ways:
4.3.1. Policy will be included in any employee handbook (or equivalent paper or electronic document). Reference will be made to this Equality Policy in any code of conduct. This Equality Policy is for guidance only and will not form part of any contract of employment with any employees of Swim England;
4.3.2. The Policy will be highlighted in all staff and volunteer inductions;
4.3.3. A copy of this Equality Policy will be publicly available on Swim England’s website and copies in other formats will also be available from Swim England’s Head Office.
4.3.4. A copy of this Policy will be contained in the Swim England Handbook, where possible;
4.3.5. Swim England will promote and deliver continuing Equality and Respect professional development for all employees to support equal opportunities within the organisation;
4.3.6. Swim England will produce, maintain and monitor an Equality Action Plan to ensure the objectives of this Equality Policy are consistently delivered throughout all areas of the organisation; and Swim England recognises that, in some cases, to further the principle of equality, an unequal distribution of resources may be required. If appropriate and proportionate, and to the extent that is lawful, Swim England will consider positive action or may introduce special measures to assist any group with a Protected Characteristic which is currently underrepresented within any group
of Stakeholders.
4.3.7. Swim England will reference and include a copy of this Policy as part of its contractual agreements with consultants and other service-providers.
5. Monitoring and Evaluation
5.1
This Equality Policy will remain in force until it is amended, replaced or withdrawn. A review of this Equality Policy will take place as and when required, but not less than once every three years.
5.2
The Equality Action Plan, created to ensure the objectives of this Equality Policy are delivered, will be reviewed by the Equality Champion regularly. Progress relating to the Policy will be recorded annually and a full report will be presented to the Board to debate progress and review the policy status. This shall include statistical and, if appropriate qualitative, information will be collected. Once approved by the Swim England Board, a report will be published internally and externally (with due regard to the sensitivity of the information), to show the impact of this Equality Policy and
progress towards achieving the Equality Action Plan.
6 Complaints Procedures
6.1
To safeguard individual rights under this Equality Policy, any Stakeholder who believes they have suffered inequitable treatment within the scope of this Equality Policy may raise the matter through the appropriate procedure. In the event that it is a complaint regarding this Policy or another policy of Swim England, the complaint shall be directed to the Board unless otherwise prescribed in that policy.
6.2
Where assistance is needed in identifying the appropriate procedure, the Equality Officer may assist in the first instance (without comment on the merits of the complaint).
6.3
Appropriate action may be taken against any Swim England Stakeholder who is found to have violated this Equality Policy.
Annex
Policies for Volunteers
Volunteers Policy
Volunteer Positions Nomination Policy
Eligibility for Election to Committees
Policies for Members
Participation by Transgender Athletes
Equal Opportunity in Swimming
Equality Policy
1. Policy Objectives
1.1. The Amateur Swimming Association (Swim England) Limited and its subsidiaries are fully committed to the principles and practice of equality of opportunity in all its functions: as an employer, membership organisation, awarding body, in its training and development of teachers and coaches; involvement with officials and administrators; as an advisor to swimming pool designers and operators and as a facilitator of the aquatic disciplines by all its members. It is responsible for ensuring that no job applicant, employee, volunteer, member, service user or person within its jurisdiction (together "Stakeholders") are unlawfully discriminated against because of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation (together the "Protected
Characteristics under the Equality Act 2010") or any other irrelevant characteristic.
1.2. The Swim England considers the aquatic disciplines to provide “sport for all”. They can and should be made accessible to everyone, to the greatest extent possible.
1.3. Within the organisation, Swim England aims to build a culture that values meritocracy, openness, fairness, respect and transparency. This is in keeping with the corporate values of respect and belief, commitment and support, innovation and drive, openness and trust.
1.4. To that end, all employees, volunteers, clients, members, suppliers and contractors whether permanent or temporary are responsible for the promotion and advancement of this Equality Policy. Swim England will also encourage partner organisations to adopt and demonstrate their commitment to the principles and practice of equality as set out in this Equality Policy.
2. Purpose of the Policy
2.1. Swim England recognises that individuals (and/or certain groups in our society who share one or more Protected Characteristics) may not have been able to participate equally and fully in sports related activities in the past. This Policy has been produced to try to prevent and address any unlawful discrimination or other unfair treatment, whether intentional or unintentional, direct or indirect, against Stakeholders that may preclude them from participating fully in swimming’s related activities.
2.2. Swim England recognises the diversity of provision that is required in order to ensure that all people regardless of their Protected Characteristics or social or economic background can access swimming and develop at a level that is appropriate to them.
2.3. Swim England recognises the need to provide different and diverse opportunities as a means of creating entitlement and access.
Reference
SE1027
Page
1 of 6
Version
2
Date updated
24.03.23
Equality Impact Assessed
00.00.00
2.4. In addition Swim England recognises that we live in a diverse society and will endeavour to ensure that all Stakeholders are given the same opportunities regardless of their protected characteristics and or socio-economic backgrounds.
2.5. Internally, Swim England is fully committed to the elimination of unlawful and unfair discrimination and values the differences that a diverse workforce brings to the organisation. This Policy has been produced to try to prevent and address any unlawful discrimination or other unfair treatment, whether intentional or unintentional, direct or indirect, against the workforce. Swim England shall also promote dignity in the workplace through its Commitment to Dignity in the Workplace statement, which forms a related but separate policy of Swim England. Other related but separate HR
policies shall also be implemented and/or maintained to further the objectives of Equality and Diversity generally.
3. Legal Requirements
3.1. Swim England is required by law not to unlawfully discriminate against its Stakeholders and recognises its legal obligations under, and will abide by the requirements of, the Equality Act 2010, and any equivalent legislation (as amended) in any UK jurisdiction, Jersey, Guernsey or the Isle of Man and any later amendments to such legislation or subsequent equality related legislation that may be relevant to Swim England.
3.2. Swim England will seek advice each time this Policy is reviewed to ensure it continues to reflect the current legal framework and good practice.
3.3. Swim England recognises the following as being unacceptable: “Discrimination, harassment, bullying and victimisation”
3.4. Unlawful discrimination which can take the following forms:
3.4.1
Direct Discrimination: treating someone less favourably than you would treat others because of a Protected Characteristic.
3.4.2
Indirect Discrimination: applying a provision, criterion or practice which, on the face of it, applies equally to all but which, in practice can disadvantage individuals with a particular Protected Characteristic. Such requirements or conditions are lawful only if they can be objectively justified.
3.4.3
Harassment: engaging in unwanted conduct relating to a relevant Protected Characteristic or unwanted conduct of a sexual nature where the conduct has the purpose or effect of violating the recipient's dignity or creating an
intimidating, hostile, degrading, humiliating or offensive environment for the recipient, or any other individual affected by such conduct. Swim England is committed to ensuring that its Stakeholders are able to conduct their activities free from harassment.
3.4.4
Bullying: the misuse of power or position to criticise persistently or to humiliate and undermine an individual's confidence.
3.4.5
Victimisation: subjecting someone to a detriment because he or she has in good faith taken action under the Equality Act 2010 (or equivalent legislation) by bringing proceedings, giving evidence or information in relation to proceedings, making an allegation that a person has contravened the Equality Act 2010 (or equivalent legislation) or doing any other thing for the purpose of or in connection with the Equality Act 2010 (or any equivalent legislation).
3.5. Swim England regards discrimination, harassment, bullying or victimisation, as described above, as serious misconduct. All complaints will be taken seriously and appropriate measures including disciplinary action may be brought against any Stakeholder who unlawfully discriminates against, harasses, bullies or victimises any other person.
“Reasonable Adjustments”
3.6. When any decision is made about an individual, the only personal characteristics that may be taken into account are those that are consistent with any relevant legislation and are relevant to the substance of the decision being made.
3.7. Swim England recognises that it has a duty to make reasonable adjustments for disabled persons.
3.8. The duty to make reasonable adjustments includes the removal, adaptation or alteration of physical features, if the physical features make it impossible or unreasonably difficult for disabled people to make use of services. In addition, when acting as a service provider, Swim England has an obligation to think ahead and address any barriers that may impede disabled people from accessing its service.
3.9. Swim England will consider all requests for adjustments and where possible will accommodate reasonable requests and will work with disabled Stakeholders to implement any adjustments that will enable them to participate more fully.
“Transgender Athletes”
3.10. Swim England considers that the aquatic disciplines are gender affected sports under the Equality Act 2010 and refers any transgender athletes to its policy relating to participation by transgender persons.
4. Responsibility, implementation and communication
4.1. The following responsibilities will apply:
4.1.1.
The Swim England Board is responsible for ensuring that this Equality Policy is implemented, followed, and reviewed when appropriate. The Swim England Board is also responsible for ensuring that this Equality Policy is enforced and any breaches are dealt with appropriately. The Chief Executive Officer has the overall responsibility for the implementation of this Equality Policy.
4.1.2.
A Swim England Board member will be appointed by the Board in consultation with the Chief Executive as the "Equality Champion" and will ensure that equality is included as an agenda item at Board meetings when appropriate and that the Board takes equality issues into consideration when making decisions.
4.1.3.
A member of staff will be designated by the Chief Executive, in conjunction with the Equality Champion, as an officer with responsibility for equality and who shall be known for the purposes of this Policy as “Equality Officer”. The Equality Officer shall work in conjunction with the Equality Champion, and will have the overall day-to-day responsibility for the implementation of this Equality Policy and for achieving any equality related actions resulting from it. An internal cross-departmental equality and diversity group will be created to provide additional support, which shall be chaired by the Equality Officer.
4.1.4.
Objectives relating to fair and inclusive practices will be included in all employees' performance indicators and will form an integral part of performance reviews throughout the year. Individual work programmes for Swim England staff will be amended to include equality-related tasks where appropriate.
4.2 This Equality Policy will be implemented as follows:
4.2.1
Swim England will establish an Equality Action Plan which shall include a review of its policies and practices on an ongoing basis, to ensure continuing compliance with relevant legislation, demographics and internal business requirements and where possible good practice;
4.2.2.
Swim England will develop and cascade a diversity vision statement;
4.2.3.
Swim England will develop and cascade a Commitment to Dignity in the Workplace statement; Swim England will develop and cascade other applicable policies, procedures and statements required to further this Equality Policy and the objectives of equality and diversity generally; Swim England will also maintain, develop and cascade as appropriate current related policies (including by way of example those listed in the annex to this Policy).
4.2.4.
All job packs sent out by Swim England will contain a policy statement similar to the following: " Swim England is committed to providing equal opportunities for all and is committed to following best practice in the welfare of young people and vulnerable adults. For further information please consult www.swimming.org"
4.2.5.
No applicant for any post (including job applicants, consultant advisers and suppliers) will be placed at a disadvantage by requirements or conditions which are not necessary to the performance of the job or which constitute unlawful discrimination;
4.2.6.
Terms and Conditions of service will be regularly reviewed from an equality and diversity perspective;
4.2.7
Consultants and advisers (and where appropriate suppliers) to Swim England will be required to abide by this Equality Policy and it will be referred to in any service level agreements or contracts issued by Swim England;
4.2.8
Swim England Volunteer Policy shall include reference to the Equality Policy and a copy of this Equality Policy shall be provided volunteers;
4.2.9
Swim England will join appropriate organisations in order to network, promote and exchange best practice Swim England will produce a Best Practice equality policy for all affiliated clubs to adopt, and will remind clubs of their ongoing obligations under the law and under its affiliation to Swim England.
4.3 This Equality Policy will be communicated in the following ways:
4.3.1. Policy will be included in any employee handbook (or equivalent paper or electronic document). Reference will be made to this Equality Policy in any code of conduct. This Equality Policy is for guidance only and will not form part of any contract of employment with any employees of Swim England;
4.3.2. The Policy will be highlighted in all staff and volunteer inductions;
4.3.3. A copy of this Equality Policy will be publicly available on Swim England’s website and copies in other formats will also be available from Swim England’s Head Office.
4.3.4. A copy of this Policy will be contained in the Swim England Handbook, where possible;
4.3.5. Swim England will promote and deliver continuing Equality and Respect professional development for all employees to support equal opportunities within the organisation;
4.3.6. Swim England will produce, maintain and monitor an Equality Action Plan to ensure the objectives of this Equality Policy are consistently delivered throughout all areas of the organisation; and Swim England recognises that, in some cases, to further the principle of equality, an unequal distribution of resources may be required. If appropriate and proportionate, and to the extent that is lawful, Swim England will consider positive action or may introduce special measures to assist any group with a Protected Characteristic which is currently underrepresented within any group
of Stakeholders.
4.3.7. Swim England will reference and include a copy of this Policy as part of its contractual agreements with consultants and other service-providers.
5. Monitoring and Evaluation
5.1
This Equality Policy will remain in force until it is amended, replaced or withdrawn. A review of this Equality Policy will take place as and when required, but not less than once every three years.
5.2
The Equality Action Plan, created to ensure the objectives of this Equality Policy are delivered, will be reviewed by the Equality Champion regularly. Progress relating to the Policy will be recorded annually and a full report will be presented to the Board to debate progress and review the policy status. This shall include statistical and, if appropriate qualitative, information will be collected. Once approved by the Swim England Board, a report will be published internally and externally (with due regard to the sensitivity of the information), to show the impact of this Equality Policy and
progress towards achieving the Equality Action Plan.
6 Complaints Procedures
6.1
To safeguard individual rights under this Equality Policy, any Stakeholder who believes they have suffered inequitable treatment within the scope of this Equality Policy may raise the matter through the appropriate procedure. In the event that it is a complaint regarding this Policy or another policy of Swim England, the complaint shall be directed to the Board unless otherwise prescribed in that policy.
6.2
Where assistance is needed in identifying the appropriate procedure, the Equality Officer may assist in the first instance (without comment on the merits of the complaint).
6.3
Appropriate action may be taken against any Swim England Stakeholder who is found to have violated this Equality Policy.
Annex
Policies for Volunteers
Volunteers Policy
Volunteer Positions Nomination Policy
Eligibility for Election to Committees
Policies for Members
Participation by Transgender Athletes
Equal Opportunity in Swimming
Volunteers:
Ashton Central Swimming Club is entirely run by volunteers, and if you would like to offer your services we would be grateful. This might be as a committee member, teacher or helper.
We also require timekeepers to time at our galas and we do provide training free of charge. You can then assist with time trials and galas if you wish to. Judges, starters and referees are required at a national level and if you are interested we would assist you to get this qualification.
Volunteers may require a DBS check depending on role in line with the Swim England Child Protection policy.
If you would like to know more about helping in any way, ask any committee member.
We also support a Young Volunteer Programme run through Swim England, this is open to swimmers age 14 and over, applications to be made to the committee via the Head Coach.
We also require timekeepers to time at our galas and we do provide training free of charge. You can then assist with time trials and galas if you wish to. Judges, starters and referees are required at a national level and if you are interested we would assist you to get this qualification.
Volunteers may require a DBS check depending on role in line with the Swim England Child Protection policy.
If you would like to know more about helping in any way, ask any committee member.
We also support a Young Volunteer Programme run through Swim England, this is open to swimmers age 14 and over, applications to be made to the committee via the Head Coach.
Easy Fund Raising Ashton Central
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