Clubmark Accreditation

Clubmark accreditation is recognition by both the Surrey County Cricket Board and the ECB that Sunbury excels in delivering high quality community cricket, especially to our Colts.

The England & Wales Cricket Board (ECB), as part of their club accreditation programme, uses Sport England’s national accreditation scheme, Clubmark, for cricket clubs with junior sections. Being Clubmark accredited means those clubs are safe, effective and child friendly.

Clubmark helps give cricket clubs with a junior section a structure and direction that will benefit them in several ways. Amongst the benefits of Clubmark accreditation are:

Increasing membership and being able to demonstrate that clubs have addressed issues such as equality and child protection gives confidence to parents choosing a club for their children.

The foundation for any club is its youth structure. By encouraging and attracting young members, clubs are building a strong future for themselves.

Developing coaches and volunteers as part of the accreditation scheme, clubs are given help and advice in developing the skills of everyone involved in your club.

Raising a club’s profile once accredited, clubs will be listed on the national database and in other sporting directories that will help them attract new members and to grow.

The Management Committee and coaching team have been working with Surrey Cricket Board over the last 3 years to put in place the policies, procedures and best working practices to reach the required level.

The following are the main documents which provide evidence that Sunbury Cricket Club is committed to maintaining a safe, child-friendly environment in which to offer some of the best Colt’s cricket coaching and development in the county.

Club Development Plan

Mission Statemenmt

Sunbury CC must be at the forefront of domestic club cricket in Surrey and SE England. We must have a vibrant membership at all levels, maximising development of our players, both colts and seniors. We will compete with the best clubs in both Colts and senior teams in all premier leagues and cups we enter. We will provide the support and encouragement to members to 'achieve their full potential'. Sunbury Cricket Club aims to be at the heart of the local community/area.

Aims

Sunbury CC's aims are to:

Harness and develop all young cricketers so they have the opportunity to contribute to the game of cricket at all levels and play a central role in club cricket life.

Develop and strengthen a structure and pathway for women and girls to actively participate in and follow cricket.

Develop and strengthen the whole club environment, promoting cricketing opportunities for disabled people.

Develop and promote cricket for black and ethnic minorities.

Ensure that our cricket club is an integral part of the local community, contributing an invaluable service to all sections of the local community, developing club members, supporters and volunteers.

Develop and strengthen senior playing teams, providing positive role models to all club members, leading achievement and success.

Objectives

To be the best club for Colts and by doing so be at the forefront of domestic club cricket in SE England. We recognise the need to maintain our grounds to the highest level possible. We now have a working bore hole and a more efficient watering system, as it saves considerable costs on water and reduces demands on the local water distribution infrastructure. We have secured a new scarifier but the new motorised roller did not materialise. it remains a priority on the ground remit. We are in the process of establishing a machinery fund to cover expected ground expense over a rolling 5 year period. Our grounds have been recognised by the many county management who have visited this year as excellent. It is only continuing hard work that will maintain us at this level. The new third square on the lower outfield has provided additional colts wickets for U12 age groups and below which allows us to cope with the increased demands from the the Colts section. Finally having recognised the need to update our clubhouse facilities, we have had the first initial meetings to move this initiative forward. That is a badly needed modernisation of the footprint to match the standards of our ground and the standard of cricket played on it. This will help to attract more community interest in the club and clubhouse thus generating more income to develop into a more financially sustainable club.

ECB Code of Conduct for Cricket members and guests

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All Members and Guests of Sunbury Cricket Club will:

- respect the rights, dignity and worth of every person within the context of Cricket.
- treat everyone equally and not discriminate on the grounds of age, gender, disability, race, ethnic origin, nationality, colour, parental or marital status, religious belief, class or social background, sexual preference or political belief
- not condone, or allow to go unchallenged, any form of discrimination if witnessed
- display high standards of behaviour
- promote the positive aspects of cricket e.g. fair play
- encourage all participants to learn the Laws of Cricket and play within them, respecting the decisions of match officials
- actively discourage unfair play, rule violations and arguing with match officials
- recognise good performance not just match results
- place the well-being and safety of young people above the development of performance
- ensure that activities are appropriate for the age, maturity, experience and ability of the individual
- respect young people's opinions when making decisions about their participation in Cricket
- not smoke, drink or use banned substances whilst actively working with Young People in the Club.
- not provide Young People with alcohol when they are under the care of the Club
- follow ECB guidelines set out in the "Safe Hands - Cricket's Policy for Safeguarding Children' and any other relevant guidelines issued
- report any concerns in relation to a young person, following reporting procedures laid down by the ECB
- not use "social networking" (for example, Facebook, Twitter) to adversely comment on match officials or opposition team members

In addition to the above, all Club Officers and appointed volunteers will:

- hold relevant qualifications and be covered by appropriate insurance
- always work in an open environment (i.e. avoid private or unobserved situations and encourage an open environment)
- inform players and parents of the requirements of cricket
- know and understand the ECB's 'Safe Hands - Cricket's Policy for Safeguarding Children'

If any member or guest has any questions relating to this policy or any concerns they wish to raise please contact;
John Ventham (Colts Manager) by e-mail or on 07769 657032
Dave Smith (Assistant Colts Manager)by e-mail or on 07590 209763
Jane Cowell (Welfare Officer) by e-mail or on 07796 088012

Approved and adopted by the Management Committee January 2008.

Guidelines for dealing with incidents and accidents

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Stay calm but act swiftly and observe the situation. Is there danger of further injuries? Listen to what the injured person is saying. Alert the qualified first aider who should take appropriate action for minor injuries. In the event of an injury requiring specialist treatment, call the emergency services - 999. The telephone number for NHS Direct is: 0845 46 47. Deal with the rest of the group and ensure that they are adequately supervised and safe. Do not move someone with major injuries. Wait for the emergency medics. Contact the injured person's parent/carer/guardian. Complete an Incident/Accident Report Form.

(A map to the local hospital can be found by the public telephone in the clubhouse)

ECB Code of Conduct for Young People

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Sunbury Cricket Club is fully committed to safeguarding and promoting the wellbeing of all its members. We believe that it is important that members, coaches, administrators and parents/carers or guardians associated with the club should, at all times, show respect and understanding for the safety and welfare of others.
John Ventham (Colts Manager) by e-mail or on 07769 657032
Dave Smith (Assistant Colts Manager)by e-mail or on 07590 209763
Jane Cowell (Welfare Officer) by e-mail or on 07796 088012
As a member of Sunbury Cricket Club you are expected to abide by the following junior code of conduct:

- all members must play within the rules and respect officials and their decisions.
- all members must respect the rights, dignity and worth of all participants regardless of gender, ability, cultural background or religion.
- Members should keep to agreed timings for training and competitions or inform their coach or team manager if they are going to be late.
- Members must wear suitable kit for training and match sessions, as directed and agreed with the coach/team manager.
- Members must pay any fees for training or events promptly.
- Junior Members are not allowed to smoke on club premises or whilst representing the club at competitions.
- Junior Members are not allowed to consume alcohol or drugs of any kind on the club premises or whilst representing the club.

Approved and adopted by the Management Committee January 2008.

Sunbury Cricket Club has reviewed and adopted the Equity Policy set out by the ECB

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ECB Cricket Equity Policy.

1. Statement of Intent

1.1 The ECB is fully committed to the principles of equality of opportunity and aims to ensure that no individual receives less favourable treatment on the grounds of age, gender, disability, race, ethnic origin, nationality, colour, parental or marital status, pregnancy, religious belief, class or social background, sexual preference or political belief. This includes job applicants, employees, participants, volunteers and spectators.
1.2 The ECB will ensure that there will be open access to all those who wish to participate in all aspects of cricket and that they are treated fairly.
1.3 The ECB specifically supports initiatives by other organisations within cricket which recognise the principles of equality of opportunity and treatment such as the International Cricket Council Anti-Racism Policy and the Professional Cricketers Association's Racism Awareness Campaign.

2. Purpose of the Policy

2.1 The ECB recognises that certain sections of the community may have been affected by past discrimination and may have felt denied the opportunity to participate equally and fully in sport at all levels.
2.2 This policy has been produced to prevent/tackle any potential/current discrimination or other unfair treatment, whether intentional or unintentional, direct or indirect, against its employees, members and volunteers.
2.3 This policy is applicable to the game of cricket at all levels and in all roles.

3. Actions

3.1 The ECB will produce and maintain an action plan to ensure the intent of this policy is delivered.
3.2 All areas of the organisation will be affected by this action plan, which will be incorporated in to the overall business plan.
3.3 The ECB recognises that, in some cases, to achieve the principle of equality, unequal effort is required and, if appropriate, will consider positive action to tackle under representation.

4. Legal Requirements

4.1 The ECB recognises its legal obligations under, and will abide by the requirements of, the following:
Equal Pay Act 1970
Rehabilitation of Offenders Act 1974 (and Exemptions Order 1975)
Sex Discrimination Acts 1975, 1986 & 1999
Race Relations Act 1976 and the Race Relations Amendment Act 2000
Children Act 1989 and 2004
Disability Discrimination Act 1995
Data Protection Act 1998
Human Rights Act 1998
Criminal Justice and Court Services Act 2000
Employment Equality (Sexual Orientation) Regulations 2003
Employment Equality (Religion and Belief) Regulations 2003
Employment Equality (Age) Regulations 2006

This includes any later amendments to the above Acts / Regulations, or future Acts / Regulations that are relevant to the ECB.
4.2 The ECB will seek legal advice each time the policy is reviewed to ensure it continues to comply with all legislation requirements.

5. Discrimination, harassment and victimisation

5.1 Discrimination can take the following forms:
5.1.1 Direct Discrimination. This means treating someone less favourably than you would treat others in the same circumstances.
5.1.2 Indirect Discrimination. This occurs when a job requirement or condition is applied equally to all, which has a disproportionate and detrimental affect on one sector of society, because fewer from that sector can comply with it and the requirement cannot be justified in relation to the job.
5.2 Harassment is described as inappropriate actions, behaviour, comments or physical contact that is objectionable or causes offence to the recipient. It may be directed towards people because of their gender, appearance, race, colour, ethnic origin, nationality, age, sexual preference, a disability or some other characteristic. The ECB is committed to ensuring that its employees, members, participants and volunteers are able to conduct their activities free from harassment or intimidation.
5.3 Victimisation is defined as when someone is treated less favourably than others because he or she has taken action against the ECB under one of the relevant Acts / Regulations (as previously outlined) or provided information about discrimination, harassment or inappropriate behaviour.
5.4 The ECB regards discrimination, harassment or victimisation, as described above, as serious misconduct and any employee, volunteer or participant who discriminates against, harasses or victimises any other person will be liable to appropriate disciplinary action.

6. Responsibility, implementation and communication

6.1 The following responsibilities will apply:
6.1.1 The Board is responsible for ensuring that this Equity Policy is followed and to deal with any actual or potential breaches.
6.1.2 The Chief Executive has the overall responsibility for the implementation of the Equity Policy.
6.1.3 A specific member of staff, designated by the Chief Executive, has the overall responsibility for achieving the equity action plan as this will form part of their work programme.
6.1.4 All employees, volunteers and members have responsibilities to respect, act in accordance with and thereby support and promote the spirit and intentions of the policy and, where appropriate, individual work programmes will be amended to include equity related tasks.
6.2 The new policy will be implemented immediately following Board agreement and, at a corporate level, will result in the following:
6.2.1 A copy of this document will be available to all staff (both permanent and contract), members and volunteers of the ECB.
6.2.2 The ECB will take measures to ensure that its employment practices are non-discriminatory.
6.2.3 No job applicant will be placed at a disadvantage by requirements or conditions which are not necessary to the performance of the job or which constitute unfair discrimination.
6.2.4 A planned approach will be adopted to eliminate barriers which discriminate. The ECB will ensure that best practice is extensively promoted and will expect that clubs and members will follow guidelines that are set down.
6.2.5 Ensure that consultants and advisers used by the ECB can demonstrate their commitment to the principles and practice of equity and that they abide by this policy.
6.2.6 The ECB will require all affiliated organisations to adopt this policy or ensure that current equity policies have the same stated intent as the ECB cricket policy.
6.3 The new policy will be communicated in the following ways:
6.3.1 It will be part of the staff handbook and reference will be made to it in any codes of conduct.
6.3.2 It will be covered in all staff and volunteer induction training.
6.3.3 All participants will be made aware of the policy's existence through the ECB website and a summary of any revisions will also be published there www.ecb.co.uk.
6.3.4 At time of review, a mechanism will be put in place to allow all staff, members, participants and volunteers to be part of the process.

7. Monitoring and Evaluation

7.1 This policy will be reviewed annually and changes made if required.
7.2 The equity action plan, created to ensure the intent of the policy is delivered, will be reviewed by the Chief Executive and the member of staff with the responsibility for its implementation, on a quarterly basis.
7.3 As part of the overall business delivery plan, the equity action plan will be reviewed by the Board on an annual basis.
7.4 On an annual basis, statistical information will be produced by the Chief Executive for the Board, and will be published internally and externally, to show the impact of this policy.

8. Disciplinary and Grievance Procedures

8.1 To safeguard individual rights under the policy, an employee, volunteer or participant who believes he/she has suffered inequitable treatment within the scope of the policy may raise the matter through the appropriate grievance procedure.
8.2 Appropriate disciplinary action will be taken against any employee, volunteer or participant who violates the ECB's Equity Policy.
8.3 An individual may raise any grievance and no employee, volunteer or participant will be penalised for doing so unless it is without foundation and not made in good faith.

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