Football Unites, Racism Divides (FURD) is committed to safeguarding the welfare of children, young people and adults at risk, and to promoting equality, valuing diversity and fostering inclusion across all areas of our work. We recognise that safeguarding, equality and inclusion are interconnected and must be addressed together to create safe, respectful and empowering environments.
Discrimination, racism, harassment and exclusion can constitute safeguarding concerns. Where equality-related concerns present a risk of harm, FURD’s safeguarding procedures take priority.
2. Scope
This policy applies to all trustees, employees, volunteers, sessional workers, contractors, partners, service users and anyone acting on behalf of FURD. It applies to all activities, locations and delivery settings, including online environments.
3. Legislative and Policy Framework
- Equality Act 2010 (including the Public Sector Equality Duty)
- Human Rights Act 1998
- Children Act 1989 and 2004
- Care Act 2014
- Employment Rights Act 1996
- Data Protection Act 2018 and UK GDPR
- Equality and Human Rights Commission (EHRC) guidance
4. Roles and Responsibilities
Everyone involved with FURD has a responsibility to promote safeguarding, equality, diversity and inclusion through their behaviour, decisions and practice.
All staff and volunteers are expected to act in ways that uphold dignity and respect, challenge discrimination and unsafe behaviour where it is safe to do so, and report concerns promptly in line with safeguarding and complaints procedures.
Managers and safeguarding leads are responsible for embedding inclusive and safe practice, responding appropriately to concerns, ensuring accurate recording, and supporting those affected.
The Board of Trustees and senior leadership team hold overall accountability for ensuring this policy is implemented effectively, resourced appropriately and reviewed regularly.
5. Reporting Discrimination, Harassment and Safeguarding Concerns
Concerns may be raised verbally or in writing by staff, volunteers, service users or others. Concerns should be reported to a line manager, Designated Safeguarding Lead (DSL), or senior manager.
All concerns will be taken seriously, recorded confidentially and addressed promptly. Where there is immediate risk of harm, safeguarding procedures must be followed without delay.
6. Inclusive and Safe Service Delivery
FURD delivers services that are inclusive, accessible and responsive to the needs of diverse individuals and communities. We recognise that some groups face additional barriers and that targeted, proportionate action may be required.
This includes engaging communities, providing accessible information, embedding anti-racism and inclusion into programmes, and working collaboratively with partners to improve outcomes.
7. Good Practice Commitments
FURD adopts trauma-informed, person-centred and culturally sensitive approaches. Training, supervision and reflective practice support continuous improvement.
8. Case Studies – Good Practice in Action
Case Study 1: Challenging Discriminatory Language
During a youth session, a young person used racist language towards another participant. The session worker challenged the behaviour immediately, explaining why it was unacceptable, supported the affected young person, and reported the incident to a manager. Follow-up work included restorative discussion, anti-racism education and monitoring.
Case Study 2: Making Reasonable Adjustments
A participant with a disability struggled to engage in a standard activity. Staff consulted with the participant, adapted the activity, and provided additional support. This ensured safe participation and promoted inclusion.
Case Study 3: Safeguarding and Equality Intersecting
A volunteer raised concerns about homophobic bullying. The concern was treated as both an equality and safeguarding issue, escalated to the DSL, and addressed through safeguarding procedures, staff training and programme review.
9. Definitions
Equality: Fair treatment and equal access to opportunities.
Diversity: Recognising and valuing difference.
Inclusion: Ensuring people feel valued and able to participate.
Protected characteristics: Characteristics protected under the Equality Act 2010.
Discrimination: Unfair treatment due to a protected characteristic.
Harassment: Unwanted behavior that violates dignity.
Victimisation: Unfair treatment because someone raised a concern.