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Sydney University Soccer Football Club Incorporated (SUSFC) is committed to fostering, cultivating and preserving a culture of diversity, equity and inclusion. SUSFC, as part of The University of Sydney and Sydney University Sport & Fitness (SUSF), also abides by the broader policies and principles of both institutions which incorporate a focus on diversity and inclusion.

As a registered football (soccer) club within Australia, SUSFC abides by the diversity and inclusion policies of Football Australia (namely the Member Protection Framework: Anti-Discrimination Policy, effective from 18 December 2020). (see attached below).

People, and the diversity of those people, as the most valuable asset that SUSFC has access to. The collective sum of the SUSFC employees, players and volunteers, including their life experiences, knowledge, self-expression, unique capabilities and represents a significant part of not only our culture, but our reputation and ongoing achievement as well.

We embrace and encourage our employees’ differences in age, colour, disability, ethnicity, family or marital status, gender identity or expression, language, national origin, physical and mental ability, political affiliation, race, religion, sexual orientation, socio-economic status, veteran status, and other characteristics that make our employees, players, and volunteers unique.

SUSFC’s diversity initiatives are applicable—but not limited—to our practices and policies on employee and player recruitment and selection; compensation and benefits; professional development and training; promotions; transfers; social and recreational programs; and the ongoing development of a successful sporting club built on the premise of gender and diversity equity that encourages and enforces:

• Respectful communication and cooperation between all employees.

• Teamwork and employee participation, permitting the representation of all groups and employee perspectives.

• Work/life balance through flexible work schedules to accommodate employees’ varying needs.

• Employer and employee contributions to the communities we serve to promote a greater understanding and respect for the diversity.

All employees, players and volunteers of SUSFC have a responsibility to treat others with dignity and respect at all times.

Any employee, player or SUSFC volunteer found to have exhibited any inappropriate conduct or behaviour against others may be subject to disciplinary action.

Employees who believe they have been subjected to any kind of discrimination that conflicts with the SUSFC’s diversity policy and initiatives should seek assistance from a SUSFC or SUSF representative.

Policy adopted: 6 November 2023

Policy to be reviewed: 31 October 2025

SCOPE

This policy applies to all the following personnel of Sydney University Soccer Football Club Incorporated (SUSFC), whether they are in a paid, unpaid or voluntary capacity:

• individuals sitting on boards, committees, sub-committees or other formal structures;

• all staff, including managers and supervisors;

• full-time, part-time or casual, temporary or permanent staff; job candidates;

• student placements, apprentices, contractors, sub-contractors and volunteers;

• coaches and assistant coaches;

• support personnel (e.g. physiotherapists, psychologists, masseurs, dieticians and sport doctors);

• athletes and players;

• referees and other officials;

• and spectators.

This policy also covers:

• how provides sporting services to players, volunteers, coaches, supporters, suppliers, members and patrons and how it interacts with other members of the public;

• all aspects of employment, recruitment and selection;

• conditions and benefits;

• training and promotion;

• task allocation;

• working hours and workload;

• leave arrangements; workload;

• equipment and transport

• on-site, off-site or after-hours work;

• SUSFC-related social functions;

• conferences – wherever and whenever staff may be as a result of their duties;

• staff treatment of other staff, of clients, and of other members of the public encountered during their duties;

• how SUSFC interacts and manages volunteer and spectator behaviour;

• how SUSFC interacts and uses social media and online communications.

All staff are required to treat others with dignity, courtesy and respect. By effectively implementing the Racism and Equality Policy SUSFC commits to providing an environment for all participants that promotes respectful and positive behaviour and values.

STAFF RIGHTS AND RESPONSIBILITIES

All staff are entitled to:

• recruitment, selection, retention and internal progression decisions that are based on an equity framework that strives to create a culturally diverse and inclusive workplace;

• a workplace free from racial discrimination and harassment;

• the right to raise issues or to make an enquiry or complaint in a reasonable, respectful and confidential manner without being victimised;

• reasonable flexibility in working arrangements, especially where needed to accommodate any family, cultural, kinship responsibilities or religious beliefs.

All staff must:

• follow the standards of behaviour outlined in this policy;

• respect the confidentiality of the complaint resolution procedures;

• treat everyone with dignity, courtesy and respect at all times;

• act in accordance with the member protection policy, to be responsible and accountable for their behaviour at all times.

The Board, staff and coaches must also:

• model appropriate standards of behaviour;

• take steps to educate and make staff, coaches and volunteers aware of their obligations under this policy and the law;

• intervene quickly and appropriately when they become aware of inappropriate behaviour;

• report complaints about breaches of this policy in accordance with the relevant complaint handling policy;

• ensure staff who raise an issue or make a complaint are not victimised;

• ensure that recruitment decisions are based on an equity framework and that no discriminatory requests for information are made.

UNACCEPTABLE CONDUCT

Racism, racial discrimination and harassment, racial vilification, and racial hatred, are unacceptable at SUSFC. Staff (including coaches and volunteers) found to have engaged in such conduct might be counselled, warned or disciplined. Severe or repeated breaches can lead to formal discipline up to and including dismissal.

Racial discrimination

Racial discrimination occurs when a person is treated less favourably, or not given the same opportunities, as others in a similar situation, because of their race, the country

where they were born, their ethnic origin or their skin colour. The Racial Discrimination Act 1975 (Cth) (RDA) makes it unlawful to discriminate against a person in Australia

because of their race, colour, descent, national origin or ethnic origin, or immigrant status. The RDA protects people from racial discrimination in many areas of public life, including employment, education, getting or using services, renting or buying a house or unit, and accessing public places. Racial discrimination can occur: Directly, when a person or group is treated less favourably than another person or group in a similar situation because of a personal characteristic protected by law. For example, an athlete is harassed and humiliated by other athletes on social media because of their race.

It is also against the law to treat someone unfavourably because you assume they have a personal characteristic or may have it at some time in the future, or because they have an association with someone who has, or is assumed to have, one of these characteristics. For example, calling a player a derogatory name because their family is from a particular ethnic community.

Racial hatred

Racial hatred is also unlawful under the Racial Discrimination Act. Racial hatred involves behaviour such as saying something in public that is reasonably likely to offend, insult, humiliate or intimidate a person or group because of their race, colour, or national or ethnic origin.

Victimisation

Victimisation is subjecting or threatening to subject someone to a detriment because they have asserted their rights under the law, made a complaint, helped someone else make a complaint, or refused to do something because it would be discrimination or victimisation. For example, telling a player not to make a complaint as it may cost them a place on the team. Victimisation is against the law. It is also victimisation to threaten someone (such as a witness) who may be involved in investigating an equal opportunity concern or complaint. Victimisation is a very serious breach of this policy and is likely (depending on the severity and circumstances) to result in formal discipline against the perpetrator. SUSFC has a zero-tolerance approach to victimisation.

Confidentiality

Confidentiality is central to the complaint handling process. Breaching confidentiality can have significant negative consequences for all those involved, and as such needs to be respected by all parties. It is unacceptable for staff at SUSFC to talk with other staff members, coaches, volunteers, suppliers or other SUSFC participants about any complaint of racial discrimination.

Breaching the confidentiality of a complaint investigation or inappropriately disclosing personal information is a serious breach of this policy and may lead to formal discipline.

JOB EQUITY AT SUSFC

All recruitment, job selection and retention decisions at will be based on an equity framework that recognises the value of a culturally diverse and inclusive workplace. The equity framework should include regular assessments of potential barriers to recruitment and internal progression for people of culturally and linguistically diverse, or First Nations communities, and implementing measures to address these. It is unacceptable and may be against the law to ask job candidates questions, or to in any other way seek information, about their personal characteristics, unless this can be shown to be directly relevant to a genuine requirement of the position.

RESOLVING ISSUES AT SUSFC

SUSFC strongly encourages any staff member, coach, volunteer or other participant within SUSFC who believes they have been discriminated against, harassed, vilified or victimised to take appropriate action by contacting SUSFC via the contact email address. Emails should be marked to the attention of the Board member overseeing Disciplinary matters and marked “confidential”.

SUSFC also strongly encourages any staff member who may have witnessed others being discriminated against, harassed, vilified, or victimised to take appropriate action

Resolving issues should follow the complaint handling policy and should:

• centre the experiences of the target person(s);

• follow a trauma-informed complaint handling process;

• include SUSFC obligations regarding support for the target of the alleged discrimination as well as the alleged perpetrator;

• be transparent and clear, and ensure the target is aware of the steps that may be taken, and is regularly informed of the progress and actions as they are taken;

• provide the opportunity to make a complaint without reprisal;

• incorporate a review of organisational practices and structures that potentially contributed to the alleged instance of racial discrimination, harassment, vilification or victimisation; and

• prompt SUSFC to seek advice from independent experts to meet any cultural or mental health needs throughout the complaints handling process (where deemed necessary).

SUPPORTING PERSON/S INVOLVED IN A RACIAL DISCRIMINATION ISSUE

SUSFC staff, coaches and volunteers understand that person(s) involved in a racial discrimination issue may require additional support during and after the complaint handling process. has developed a set of resources to provide to the person/s during the process so that they may access support via The University of Sydney Employee Assistance Program (EAP).

EAP counselling is confidential, and nothing discussed with a counsellor will be communicated back to SUSFC staff, coaches or volunteers.

OTHER RELEVANT POLICIES

SUSFC staff, coaches and volunteers encouraged to read this policy in conjunction with other relevant policies.

Intent:

To detail the payment and refund policy applicable to all members of Sydney University Soccer Football Club.

Scope:

This policy applies to all members competing for Sydney Uni Soccer Football Club – including junior, community and University of Sydney students – in Football NSW sanctioned competitions. It includes (but is not limited to) those who are members of the following competitions:

National Premier League NSW Women’s

Football NSW League Two Men’s

Football NSW Girls and Boys Youth League Competitions

Football NSW Skill Acquisition Program – Mixed and Girls

Eastern Suburbs Football Association – All Age Men and Women

Canterbury District Soccer Football Association – All Age/Overs

Policy:

Registration Fees are to be paid in their entirety (unless otherwise approved at the Club’s discretion) prior to the first competition match of the season. I.e. if the first competition match is scheduled for Sunday 19th February – all registered players competing in that day of competition must be financial with the Club prior to taking the field.

Registration Fees paid to the Club will be non-refundable, with the exception of the following circumstance(s):

If the player/member sustains an injury/medical condition which stops them from competing for the Club on or prior to the mid-way point of the season.

If the injury occurs prior to the first competition match, a full refund will be offered*. If the injury occurs in the period between the first competition match and the mid-way point of the season, a partial refund will be offered in line with the amount of competition matches played. After the mid-way point of the season a refund will not be considered. 

*NB: Any approved refunds are less the applicable fees and sporting insurances owing to relevant governing bodies – including, but not limited to, Football NSW, Football Australia, ESFA, CDSFA and SU Sport & Fitness.

Intent:

To detail the protocol applicable to any player(s) of Sydney University Soccer Football Club that is deemed as ‘unfinancial’ (i.e., has outstanding registration fees payable) as at 30 June of that calendar year.

Scope:

This policy applies to all members competing for Sydney Uni Soccer Football Club – including junior, community and University of Sydney students – in Football NSW sanctioned competitions. It includes (but is not limited to) those who are members of the following competitions:

National Premier League NSW Women’s

Football NSW League Two Men’s

Football NSW Girls and Boys Youth League Competitions

Football NSW Skill Acquisition Program – Mixed and Girls

Eastern Suburbs Football Association – All Age Men and Women

Canterbury District Soccer Football Association – All Age/Overs

Policy:

All players must be considered ‘financial’ (i.e., have registration fees paid in their entirety) by 30 June of the calendar year.

Any players deemed ‘unfinancial’ will not be provided with a retention letter for the following season until such time as payment is received for the prior season. 

In addition, if the player re-trials for the following season, SUSFC will not consider an offer for that season until payment for the prior season is made in full. 

*NB: This policy will continue in perpetuity.

Policy created: 9 August 2023

Policy to be reviewed: 5 August 2024

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