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Linlithgow Rose is committed to remove and eliminate any direct or indirect discrimination of any form within its structures, and will under no circumstances condone unlawful discriminatory practices. The club takes a zero tolerance approach to discrimination, harassment, victimisation or bullying. Our policy and approach is set out below.


The Linlithgow Rose Committee and President are publicly accountable for Equality and will receive regular updates on Linlithgow Rose activities and implementation of the Equality Policy from a member of the Board. It is the role of the Committee and President to address any actual or potential breaches of the policy.


The Linlithgow Rose President will be responsible for monitoring the implementation of Linlithgow Rose’s Equality Policy. They will have overall responsibility for overseeing the delivery of the Equality Policy Action Plan and the overall progress of Equality within Linlithgow Rose structures.


Disorderly Conduct

Disorderly conduct means:

  1. Conduct which stirs up or sustains, or is likely or designed to stir up or sustain, hatred or ill will against or towards a group or person based on their membership or presumed membership of a group defined by reference to a Category or against an individual who is or is presumed to be of the following categroies:

    • Gender, colour, race, nationality (including citizenship) or ethnic or national origin

    • Membership or presumed membership of a religious group or of a social or cultural group with perceived religious affiliation

    • Sexual orientation

    • Transgender identity

By the person or persons engaged in the Conduct to be a member of such group.


  1. Using threatening, abusive or insulting words or conduct.


  1. Displays any writing or other thing which us threatening, abusive or insulting or


  1. Using words or conduct or displaying wording or other thing which indicates support for, or affiliation to, or celebration of, or opposition to an organisation or group proscribed in terms of the Terrorism Act 2000, and any successive or replacement legislation thereto.



Any person committing Disorderly conduct and/or any person who assists another or others to commit Disorderly conduct, may be subject to any, or a combination of the following:

  • Refusal of entry to the stadium

  • Removal from the stadium

  • Suspension from attending matches of Linlithgow Rose

  • Indefinite ban from attending matched of Linlithgow Rose

  • Be the subject of a report to Police Scotland and/or any prosecuting authorities which may result in possible criminal proceedings.


Equality Policy Statement

This statement has been shared with officials, coaches and players of Linlithgow Rose. Additionally, a copy of the statement is displayed on the noticeboard within the home changing room.


1. Policy Statement

Linlithgow Rose endorses the principle of Equality and is committed to ensure that everyone who wishes to be involved with Linlithgow Rose, regardless of their role, current or potential:

  • have a genuine and equal opportunity to participate to the full extent of their own ambitions and abilities, regardless of their age, sex, gender identity, disability, marital or civil partnership status, pregnancy or maternity, religion, race, socioeconomic status or sexual orientation; and

  • can be assured of an environment in which their rights and dignity and individual worth are respected and valued, and in particular that they are able to be involved and participate without the threat of discrimination, intimidation, victimisation, bullying, harassment or abuse.


2. Policy Objectives

This Policy has the following objectives:

  • To promote fair and equitable treatment for everyone involved with Linlithgow Rose, in whatever capacity.

  • To ensure that no one working for, wishing to work for or working on behalf of Linlithgow Rose receives less favourable treatment on the grounds set out in 1.

  • To adopt a planned approach (strategically and operationally) to eliminating perceived barriers which discriminate against or exclude particular groups.

  • To give clear guidance and communication to all individuals who, either administer an area of Linlithgow Rose or work for Linlithgow Rose on its commitment to Equality.

  • To ensure that the content of policies, procedures, competitions, regulations (where applicable) and assessments provides equal opportunity for all except where specific situations or conditions properly or reasonably prevent this.

  • To adopt systems and procedures which ensure all materials prepared, produced or distributed on behalf of Linlithgow Rose and all relevant public statements made on behalf of Linlithgow Rose reflect its commitment to equality and inclusion.


3. Scope

3.1         This Policy applies to all current and potential employees (temporary), workers, Directors, Co-optees, consultants, agents, sub-contractors, volunteers, and any other person providing services on behalf of Linlithgow Rose (“associated persons”).

3.2         The Policy extends to all activities of Linlithgow Rose.


4. Policy Overview

4.1         Linlithgow Rose is committed to remove and eliminate any direct or indirect discrimination of any form or kind within Linlithgow Rose structures, and will under no circumstances condone unlawful discriminatory practices. The organisation takes a zero tolerance approach to discrimination, harassment, victimisation or bullying. Examples of the relevant legislation and the behaviours in question are given in Appendix A.


5. Positive Action

5.1         The principle of Equality goes further than simply complying with legislation. It entails taking positive steps to counteract the effects of barriers – whether real or perceived – that restrict the opportunity for all to participate equally and fully.

5.2         Linlithgow Rose will therefore seek to institute, support or contribute to appropriate measures or initiatives that enable access Linlithgow Rose and participation in associated activities by people from any group that is under-represented or has difficulty accessing it.

5.3         Linlithgow Rose will furthermore seek to apply employment practices in general, and recruitment and selection practices more specifically, which encourage and support people with protected characteristics to gain access to work or training.


6. Reasonable adjustments

6.1         Linlithgow Rose recognises that it is has a duty to make reasonable adjustments for disabled persons.

6.2         The duty to make reasonable adjustments may include the removal, adaptation or alteration of physical features, if these make it impossible or unreasonably difficult for disabled people to carry out their role. It may also include making changes to working arrangements.

6.3         Linlithgow Rose will consider all requests for adjustments and where possible will accommodate any reasonable requests. Where appropriate, advice may be sought from specialist agencies.


7. Implementation

7.1         To achieve these objectives, Linlithgow Rose is committed to promote and advance equal opportunity through its structures which will cover all areas of our organisation.  The President is ultimately responsible for implementing the Policy.

7.2         The following steps will be taken to publicise this policy and promote Equality within Linlithgow Rose:

  • A copy of this Policy will be published on Linlithgow Rose website.

  • The Committee will take full account of the Policy in arriving at all decisions in relation to activities of Linlithgow Rose.

  • Linlithgow Rose will collaborate fully with any practical surveys or other initiatives designed to assess the level of participation of different sections of the community in football and will take account of the findings in developing measures to promote and enhance Equality.

  • Linlithgow Rose will provide access to training for all of its Board Members and staff to raise awareness of both collective and individual responsibilities.  


8. Responsibilities

8.1      The Committee will review all Linlithgow Rose activities and initiatives against the aims of the policy on an annual basis, and will report on developments and highlights.

8.2      The Board, or where appropriate a designated project leader, will review any measures or initiatives that Linlithgow Rose may institute or take part in to promote and enhance equal. 


9. Disciplinary Process

9.1       Linlithgow Rose reserves the right to audit compliance with the policy from time to time. If you are an employee, a worker or casual staff and misconduct is discovered as a result of any investigation under this policy the Linlithgow Rose disciplinary procedures will be used in additional to any appropriate external measures. Disciplinary action may ultimately lead to dismissal.

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