Statement of Intent
Creigiau Golf Club EQUALITY POLICY
Creigiau Golf Club Limited (“the Club”) is committed to the equitable and fair treatment of all members, guests, visitors, volunteers and present and potential employees. It is determined to ensure that every person regardless of disability, age, gender, sex, sexual orientation, race, colour, nationality, ethnic origin or religious conviction has a genuine opportunity to participate to his/her full potential at all levels and in all roles within the Club.
Legislative Framework
The Club shall comply with its statutory obligations under the terms of all relevant UK and European legislation.
The Equality Policy (“the Policy”) of the Club aims to ensure that:
• The content and format of the Club’s policies, procedures, competitions, regulations (where applicable) and assessments provide equality for all except where specific situations or conditions properly or reasonably prevent this (see Exemptions).
• All material prepared, produced and distributed by, or on behalf, of the Club promotes a clear image of diversity within the activities of the Club.
• Clear guidance and communication are given to all individuals, either governing or working for the Club, on its commitment to equality.
• The Club shall consider the use of appropriate action to tackle under-representation where it has been identified. Responsibilities and Implementation
• The Club’s Management Committee is responsible for ensuring the Policy is followed and for dealing with any allegations of breaches.
• The Secretary Manager is responsible for the implementation of the Policy.
• Day to day responsibility shall rest with the Secretary Manager.
• All paid staff and volunteers have a responsibility to respect, act in accordance with and thereby support and promote the spirit and intentions of the Policy.
• All members of staff will be appropriately trained to foster and ensure a greater understanding of equality issues.
• No job applicant shall be placed at a disadvantage by requirements or conditions which are not necessary for the
performance of the job or which constitute discrimination.
• A copy of this document is available to all paid staff and volunteers of the Club and it shall be covered in staff and volunteer inductions.
• The Policy shall be available on the Club’s website. Monitoring and Evaluation
• This Policy shall be implemented with immediate effect and shall be the subject of annual review by the Management Committee to whom a written report shall be submitted by the Secretary Manager.
• The Secretary Manager shall review the Policy on an annual basis to establish and assess progress towards its objectives, and to ensure the Club's processes, systems and actions are continually improving.
The Management Committee shall investigate any reports of alleged breaches of the Policy and take appropriate action based on the outcome of the investigation.
The Club reserves the right to limit competition to specific age, gender or disability groups where this is necessary, to ensure equitable, safe and fair competition. It may also be necessary on occasions, to apply specific conditions to potential or actual staff and volunteers which are necessary for the proper performance of any work or tasks involved.

Date January 2015

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