Equality, Diversity & Inclusion (EDI) Policy

Statement of Intent

ADL is committed to encouraging equality, diversity, and inclusion across all aspects of our organisation - from internal staffing and recruitment to our international athlete placement, trials, showcases, and scholarship pathways. We strive to create a sporting and professional environment where every individual feels respected, valued, and able to perform at their best. ADL maintains a zero-tolerance policy toward any form of unlawful discrimination, harassment, or victimisation.

Legal Framework

ADL complies fully with the Equality Act 2010 and strictly prohibits unfair treatment based on any of the nine protected characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. This applies to all employees, consultants, sub-contractors, scouts, host coaches, chaperones, volunteers, and participants across all UK and international operations.

1. Fair & Open Access to Pathways

Selection for trials, showcases, scholarships, and partner placements is based solely on talent, athletic potential, academic standing, and suitability - never on socio-economic background or protected characteristics. Scouting procedures are actively reviewed to ensure opportunities are accessible to young athletes from underrepresented backgrounds.

2. International Travel & Accommodation

ADL conducts risk assessments and accessibility reviews prior to international trips to accommodate participants with specific dietary, cultural, religious, or disability-related requirements, balancing respect for local cultural norms with the non-negotiable duty to safeguard and support every participant's identity.

3. Workplace & Recruitment Practices

All job descriptions, volunteer specifications, and consultant contracts are drawn up without discriminatory bias. Selection decisions for staff and volunteers are based strictly on merit, skills, experience, and safe recruitment vetting clearance.

Prohibited Conduct

• —Direct discrimination - treating someone less favourably directly because of a protected characteristic.
• —Indirect discrimination - applying a rule, policy, or practice that puts people with a protected characteristic at a disadvantage without objective justification.
• —Harassment - unwanted conduct related to a protected characteristic that violates dignity or creates an intimidating, hostile, or offensive environment.
• —Victimisation - treating someone unfairly because they raised a complaint or supported an equality grievance.

Reporting Discrimination or Harassment

Anyone who experiences or witnesses discrimination, bullying, or unfair treatment is strongly encouraged to report it immediately to ADL's EDI Officer or Designated Safeguarding Lead. A formal or informal investigation is conducted within 5 working days, followed by resolution and corrective action. All reports are handled with confidentiality, and no person suffers any detriment for making a good-faith report.