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Stockton Football and Cricket Club Sexual Harassment Policy

1. Purpose

  1. The purpose of this policy is to maintain a safe and respectful environment free from sexual harassment for all members, employees, volunteers, and visitors of Stockton Football and Cricket Club. This policy outlines our approach to tackling sexual misconduct and dealing with perpetrators describes what sexual misconduct is and how to report it.

  2. Stockton Football and Cricket Club is committed to taking a zero-tolerance approach to sexual misconduct in the club to create a culture where everybody feels safe. If Stockton Football and Cricket Club becomes aware that a member, employee, volunteer, or visitor is, or may be, perpetrating sexual misconduct, appropriate action will be taken.

  3. The new Worker Protection (Amendment of Equality Act 2010) Act 2023 (https://www.legislation.gov.uk...) creates a duty on employers to take reasonable steps to prevent sexual harassment in the workplace.

  4. Stockton Football and Cricket Club acknowledges that anyone can be a victim of sexual misconduct. However, it often occurs where there is a power imbalance and people in certain groups may be more vulnerable than others. For example, data* shows that more women experience sexual misconduct than men and that black, ethnic minority, disabled and LGBTQ+ people experience sexual harassment and abuse at a disproportionate rate. Intersectional harassment occurs when the harassment relates to one or more protected characteristic. (*2020 Sexual Harassment Survey; publishing.service.gov.uk).


2. Scope

  1. This policy applies to all members, employees, volunteers, and visitors of Stockton Football and Cricket Club, regardless of their position or role within the club.

  2. Stockton Football and Cricket Club has a duty of care to protect employees from, and prevent incidents of, sexual misconduct from individuals within the physical or digital workplace. Our organisation expects all employees, contractors, and volunteers to comply with this policy.

  3. Stockton Football and Cricket Club also has a duty of care to protect individuals employed by other organisations and third parties, such as suppliers or visitors, from sexual misconduct from any individual in the club.

  4. Stockton Football and Cricket Club expects any third-party organisation that deploys employees or representatives to work in or with Stockton Football and Cricket Club to engage with any investigation relating to sexual misconduct and take appropriate action and/or provide appropriate support as a result of findings in relation to the employee or representative.

  5. Sexual misconduct can take place at any time and any place. It can happen at any location, including the club or club events. For example, while travelling with colleagues to an event or in other spaces that may be both physical and virtual including at functions and social events. Incidents might take place on Stockton Football and Cricket Club premises or elsewhere, such as virtual or physical environments that may not always be a designated club place. Incidents which occur within these environments fall within the scope of this policy.


3. Definition of Sexual Misconduct

  1. What sexual misconduct means: Sexual misconduct is uninvited, unwelcome or non-consensual behaviour of a sexual nature. It is behaviour that can reasonably be interpreted and/or perceived by an individual as sexual and which offends, embarrasses, harms, humiliates, or intimidates an individual or a group. Sexual misconduct can involve elements of harassment, violence and abuse and can be physical, verbal, or visual and via different mediums, such as through an email or a phone message.

  2. Some forms of sexual misconduct may also constitute criminal offences under a range of legislation including but not limited to the Sexual Offences Act 2003 and the Protection from Harassment Act 1997. Potential criminal offences include sexual assault, rape, stalking or disclosing private sexual images to cause distress (revenge pornography). This list is not exhaustive.

  3. For the purposes of this policy, commonly accepted definitions and examples of sexual misconduct are listed below (this list is not exhaustive):

  • sexual violence/sexual assault encompasses acts ranging from verbal harassment to forced penetration and an array of types of coercion from social pressure and intimidation to physical force or other sexual offences, such as groping and/or forced kissing, which may be criminal offences sexual harassment is defined in the Equality Act 2010.


  1. Some examples of sexual harassment include (this list is not exhaustive):

  • gesturing or making sexual remarks about someone’s body, clothing or appearance

  • asking questions about someone’s sex life

  • telling sexually offensive jokes

  • stalking

  • voyeurism

  • making sexual comments or jokes about someone’s sexual orientation or gender reassignment

  • displaying or sharing pornographic or sexual images, or other sexual content

  • touching someone against their will

  1. A single incident is enough to constitute sexual harassment. Someone may be sexually harassed even if the conduct was not directed at them but because of the environment it creates for them. It also includes treating someone less favourably because they have submitted to or rejected sexual harassment in the past.

  2. What some people might consider as joking, ‘banter’ or part of their workplace culture is still sexual misconduct if:

  • the behaviour is of a sexual nature

  • it is uninvited and/or it’s unwanted

  • it violates someone’s dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment for them

  1. If you are unsure what constitutes sexual misconduct, but you feel you have experienced or witnessed something you think may be in the scope of this policy, you are encouraged to report it as potential sexual misconduct.


4. Reporting Procedures

  1. A person who has experienced or witnessed sexual misconduct may choose to tell anyone on the committee, employees or volunteers at Stockton Football and Cricket Club, about their experience. This is referred to as a ‘disclosure’. It is important that the initial response to a disclosure is conducted appropriately and sensitively. Disclosures can be made verbally or in writing and should include details of the incident(s), names of individuals involved, and any witnesses. All disclosures will be taken seriously and investigated promptly and thoroughly.

  2. In the event of a disclosure of sexual misconduct the following steps should be followed. The employee/volunteer/committee member who receives the disclosure should:

  • ensure the member, employee, volunteer, or visitor is safe: if they are unsafe or you cannot be assured they are safe and you believe their life may be in danger, take steps to immediately call the police (if not already informed).

  • where there are any safeguarding concerns (for example, if there is a concern that someone is being co-coerced or controlled or where there are mental capacity concerns), you can contact the council safeguarding team:

    • https://www.safeguardingwarwickshire.co.uk/report-it;

    • Reporting an Adult Safeguarding Concern: Contact Social Care and Support on 01926 412080. To report a crime or raise a concern about abuse with Warwickshire Police, you can phone non-emergency number on 101. But if it is an emergency always dial: 999.

    • Making a Safeguarding Referral for Children: For urgent concerns - if you have an urgent child protection concern, call the Front Door on 01926 414144. Lines are open: Monday to Thursday - 8.30am – 5:30pm, Friday - 8.30am – 5pm. Out of hours - please contact the Emergency Duty Team immediately on 01926 886922. Emergencies - if you think that a child is at immediate risk, contact the police immediately on 999.

  • consider any action that you or another appropriate person could take to help ensure the immediate safety of the complainant. For example, if the instance occurred in the club, consider and discuss with the individual if an alternative activity location would be appropriate.

  • make a note as soon as you are able to of any details of the disclosure, ensuring confidentially is maintained. The complainant should be notified that you will make a note of the disclosure including the date and time the disclosure was made, who it was made to, what was disclosed (as much information as possible) and what immediate actions were taken.

  • if the complainant does not want to take the disclosure any further, you must respect their wishes.

  1. If you witness what you think may be sexual misconduct in the workplace, you should consider the following actions:

  • offer support to the individual targeted or affected by the behaviour you have witnessed, and/or let them know you feel the behaviour you witnessed is unacceptable, if it is safe to do so wherever possible, report the behaviour using the mechanisms outlined above.


5. Investigation and Confidentiality

  1. Stockton Football and Cricket Club commits to treat all complaints seriously and fairly. Stockton Football and Cricket Club will ensure that any allegations of potential sexual misconduct are managed swiftly, as confidentially to the extent possible and in line with the appropriate club policies and procedures.

  2. Experiencing sexual misconduct is extremely distressing and can be life changing. It’s also distressing and a serious matter for a person to be accused of sexual misconduct. Stockton Football and Cricket Club will not presume the accusation is either true or false prior to a fair and thorough investigation.

  3. Sexual misconduct cases will sometimes only be evidenced by the complainant’s word against that of the alleged perpetrator. This should not prevent the complainant from speaking up. The investigation may include interviews with the complainant, the accused, and any witnesses.

  4. Investigators of allegations of sexual misconduct will take particular care about the relevance and intrusiveness of questions required to investigate these matters. This includes taking great care when asking questions of a personal nature. Greater flexibility may be applied to the complainant’s right to be accompanied to meetings related to investigating the complaint, particularly by a friend or family member (in a supportive capacity).

  5. Following the initial assessment, the following actions, which are not mutually exclusive, may be considered as next steps:

    1. further fact finding, an independent committee member will be allocated to lead this.

    2. Investigations will consider where complainants and alleged perpetrators work together, it may be necessary to discuss temporary changes to working arrangements. It is not normal practice to move a complainant as a first step, unless they have requested this and our club will seek to move alleged perpetrators; wherever possible the complainant or individual who has reported sexual misconduct and the alleged perpetrator will be updated sensitively and independently of each other by the case manager throughout any formal process.

    3. if relevant, notifying the police and/or other relevant agencies. If you believe there is a danger to life, you should call the police.

  6. The findings of the investigation will be documented, and appropriate corrective action will be taken if necessary.


6. Retaliation

  1. Retaliation against any individual who reports sexual harassment or participates in an investigation is strictly prohibited. Any act of retaliation will be subject to disciplinary action.


7. Disciplinary Action

  1. Individuals found to have engaged in sexual harassment will be subject to disciplinary action, up to and including termination of employment or membership.

  2. Disciplinary actions will be determined based on the severity and frequency of the harassment and may include warnings, suspension, or expulsion from the club.


8. Support

  1. Managing and supporting disclosures and reports of sexual misconduct is challenging for all parties involved. A range of external support services are available, including:


9. Review and Revision

  1. This policy will be reviewed every 3 years and revised as necessary to ensure compliance with applicable laws and regulations and to reflect the club's commitment to a harassment-free environment.


10. Stockton Football and Cricket Club Responsibilities

  1. Stockton Football and Cricket Club is committed to improving club culture at every level to prevent sexual misconduct. We will do this by creating a culture that encourages and supports employees, volunteers, visitors and members to openly discuss and report sexual misconduct without fear of retaliation or victimisation and protect employees from sexual misconduct and take steps to prevent it.

Data Protection Policy

Part 1: Overview

We must follow rules on data protection if we store or use personal information.

This applies to information kept on staff, customers and members, for example when you:

  • recruit staff

  • manage staff records

  • market your products or services

  • use CCTV

This could include:

  • keeping members’ addresses on file

  • recording staff working hours

  • giving delivery information to a delivery company


Part 2: Responsibilities for implementing Data Protection Policy

  1. Overall and final responsibility for implementing this policy is the responsibility of the Chairman. He will be assisted by Mr Richard Rushton who is the till administrator.

  2. Day to day responsibility for ensuring this policy is put into practice is the responsibility of all the committee members & bar staff.


Part 3: Data protection Rules & Arrangements for implementing

We must make sure the information we record is kept secure, accurate and up to date. It should be kept in a form which permits identification of data subjects for no longer than is necessary for the purposes for which the personal data are processed; personal data may be stored for longer periods insofar as the personal data will be processed solely for archiving purposes in the public interest, scientific or historical research purposes or statistical purposes subject to implementation of the appropriate technical and organisational measures required by the GDPR in order to safeguard the rights and freedoms of individuals. Therefore members data will be stored on the till and should be checked and updated annually when they renew their membership. Any members that have not renewed their membership within 12 months of expiry should be deleted from the system.

Information collected & stored should be specified, explicit & for legitimate purposes. It should be adequate, relevant & limited to what is necessary in relation to the purpose for which it was processed. Therefore it will be restricted to names and date of birth. Date of Birth is collected to check their age 1. To check they are over 18 for licencing reasons, and 2. To check if they are eligible for the senior discount. If members wish to provide an email address we may use this for marketing purposes to inform of special offers etc. This information will not be sold to or used by a third party, with the exception of where the third party is the Police. It will not be used for

When you collect someone’s personal data you must tell them who you are and how you’ll use their information, including if it’s being shared with other organisations.

You must also tell them that they have the right to:

  • see any information you hold about them and correct it if it’s wrong

  • request their data is deleted

  • request their data is not used for certain purposes



Part 4: CCTV Rules & Arrangements for implementing

If your business uses CCTV, you must tell people they may be recorded. This will be done by displaying signs, which must be clearly visible and readable.

You must also notify the Information Commissioner’s Office (ICO) why you’re using the CCTV.

You should control who can see the recordings, and make sure the system is only used for the purpose it was intended for. The system is set up primarily for the security of the building and surrounding playing areas. It is used to deter theft and damage & anti-social behaviour. It is also used to detect / monitor any theft, damage or anti-social behaviour by either staff, members, customers or the general public. Any recordings showing illegal activities will be forwarded to the police. Any activities deemed by the committee to be unbecoming of a member will be used for internal disciplinary action.


Letting people see CCTV recordings


Anyone can ask to see images that you’ve recorded of them. You must provide these within 1 calendar month.

When can CCTV images be disclosed?

You have the right to see CCTV images of you and to ask for a copy of them. The organisation must provide them within 30 calendar days. This is called a Subject Access Request. You will need to provide details to help the operator to establish your identity as the person in the pictures, and to help them find the images on their system.

  • CCTV operators are not allowed to disclose images of identifiable people to the media - or to put them on the internet - for entertainment. Images released to the media to help identify a person are usually disclosed by the police.

  • An organisation may need to disclose CCTV images for legal reasons - for example, crime detection. Once they have given the images to another organisation, then that organisation must adhere to the Data Protection Act in their handling of the images.


Anyone wishing to see the CCTV should put the request in writing, with dates and times, to our Email address – StocktonFCCC@outlook.com and it will be assessed by the chairman and if it fulfils the legal requirements then the image can be released to them.

How long can an organisation retain CCTV images?

Organisations should have a retention policy. They should only keep the images for as long as necessary to meet the purpose of recording them.

Our CCTV is automatically saved for a period of time and then deleted.

Environmental Policy


Part 1: Statement of intent

This is the Environmental Policy of Stockton Football & Cricket Club, Town Piece, Napton Road, Stockton CV47 8JU.

Stockton Football & Cricket Club is a small non-profit club which is run by a committee of volunteers. Our primary source of income and waste is from drinks sold in our bar.

Our Environmental Policy is to:

  1. Recycle as much as possible

  • We have separate bins for glass recycling, and paper, cans & plastic bottle recycling alongside general waste.

  • Encourage staff to recycle.

  • Encourage members to recycle.

  1. Buy & use biodegradable or recyclable items whenever possible.

Part 2: Responsibilities for implementing Environmental Policy

  1. Overall and final responsibility for implementing this policy is the responsibility of the Chairman.

  2. Day to day responsibility for ensuring this policy is put into practice is the responsibility of all the committee members.

Part 3: Arrangements for Environmental policy

We will consult with the committee routinely on environmental matters as they arise and periodically when we review all policies.

We will provide adequate bins and signage to allow / promote members to recycle whilst on the premises.


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