 midwestern bride from 1992. 

I mean the dress didn't even fit! It was probably a size 0 and was still too big for Nurie because Jill starves her kids and is too cheap to get it taken in. And Nurie probably doesn't think she deserves any better because she's been abused her whole life. I was in SF years ago and myself and my friend who had just moved there were skateboarding on the boardwalk. I'm not a local so I'm not sure exactly what the area is called. But, I vividly remember the fish tacos at a pier bar called Pier 23. I love fish tacos and am usually disappointed by them at most restaurants. They are often very low effort. This place, however, had the best fish tacos I've ever had. Ever since, any time I see fish tacos on a menu I know that they will not measure up to those and they never do. So, I highly recommend that place. It's not fancy, and is probably a tourist mob scene on the weekends but it's far enough away from all the touristy shopping that it's mostly business people and locals on the week days. If you end up going, please let me know if they're still good. I really want to go back there some day.This policy sets out the Connaught Club’s approach to equal opportunities and the avoidance of discrimination. It applies to all aspects of any engagement with the Club, and to recruitment of staff, coaches, Members, Senior Officers, Connaught Management Committee (‘CMC”) Members and Section Committee Members. It also covers the treatment and conduct of volunteers.
This Policy should be read in conjunction with the Club’s Code of Conduct which sets out standards of accepted conduct, including for equality and diversity.
The Senior Officers, CMC Members, Section Committee Members, the Members, staff, coaches, volunteers and representatives of the Club must recognise and fulfil their personal role in making the Connaught Club a genuinely inviting and inclusive organisation.
Delivering a positive experience for everyone.
The Connaught Club will not tolerate less favourable treatment on the grounds of sex, gender, gender reassignment, age, race, colour, nationality, ethnic or national origin, disability, marital/civil partnership status, sexual orientation, pregnancy or maternity, responsibility for dependents, trade union or political activities, criminal record, place of residence, religion, faith or other beliefs, health status or any other reason which cannot be shown to be justified. The Club will never use cultural practices as a justification for, or to ignore an issue of, safeguarding.
All Club Members, management, staff, coaches, volunteers and visitors are required to comply with the legal requirements relating to the elimination of discriminatory practices including harassment and victimisation.
All Club Members, staff / coaches and volunteers have a responsibility to challenge discriminatory behaviour and promote equality of opportunity.
Members, staff, coaches and volunteers are required to follow the Club’s reporting procedure referred to below.
The Connaught Club will deal with any incidence of discriminatory behaviour seriously and promptly, according to this Policy and the Club’s Members Complaints and Disciplinary Policy / Staff Handbook as applicable.
The Equality Act 2010 legally protects people from discrimination in certain specified contexts, including (inter alia) at their work and as members of a private club. The Act identifies nine “Protected Characteristics” – namely age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, ethnic or national origin), religion or belief (or lack of religion or belief), sex and sexual orientation.
It is against the law to discriminate against anyone because of any of these Protected Characteristics. People are also protected from discrimination if they are associated with someone who has a Protected Characteristic, (e.g., a family member or friend), or if they have complained about discrimination or supported someone else’s complaint.
Direct discrimination: treating someone less favourably because of a Protected Characteristic. For example, rejecting a prospective Member, coach or member of staff because of their religious views or because they might be gay.
Harassment: this includes sexual harassment and other unwanted behaviour related to a Protected Characteristic, which has the purpose or effect of violating someone’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them.
Associative discrimination: is where an individual is discriminated against, harassed, or potentially victimised because of their association with another individual who has a Protected Characteristic as outlined above. For example, where an individual is treated less favourably because they care for an elderly relative (the protected characteristic is age).
Perceptive discrimination: is where an individual is discriminated against or harassed based on a perception that they have a Protected Characteristic outlined above when they do not, in fact, have that characteristic.
Equality and discrimination is everyone’s responsibility: not responding to discriminatory or unacceptable language and behaviour is not an option.
The CMC and CMC Chair have ultimate responsibility and overall accountability for the provision and review of this Policy and Reporting Procedure, for being the strategic lead on diversity and inclusion and for ensuring compliance with the relevant legislation.
The Club Manager and Welfare Officer have overall responsibility for implementation of the Policy, developing a strategic and proactive approach to equality and inclusion, and for responding to discrimination concerns. See further details of the role of the Welfare Officer below.
All Members, staff, coaches, volunteers and parents/carers of Members are responsible for complying with this Policy, the Club Rules, Bye-Laws, Code of Conduct and Policies, and for reporting any concerns. Furthermore, it is the responsibility of the Senior Officers, CMC Members, Section Committee Members, Members, staff, coaches and volunteers to support the policy by ensuring that the Club’s activities promote equality and diversity.
The Club Welfare Officer, supported by the Club Manager, is responsible for, in the first instance, dealing with or taking action on disciplinary offences. In addition, the Club Welfare Officer is responsible for ensuring that effective procedures are maintained and for dealing with any concerns in relation to equality and diversity, and also safeguarding.
The designated Club Welfare Officer is Steve Francis. See contact details on Club Noticeboard.
Be the first point of contact for equality and diversity matters.
Receive, assess and record information from Club Members, staff, coaches and volunteers who have any concerns, and handle any ensuing investigations and enquiries in accordance with this Policy, the Club’s Complaints and Disciplinary Policy and applicable laws.
Ensure that all staff and coaches are aware of the applicable laws and what to do if they are concerned that discrimination is taking place.
Provide advice and information to the Club’s Senior Officers and Management Committee, contacting the Equality Advisory Support Service on 0808 800 0082 as needed.
Review and update the Equality and Diversity Policy periodically, in line with legislative and Club developments.
In the absence of the Club Welfare Officer, the Club Manager or CMC Chair may be contacted.
The Club will ensure that recruitment practices fulfil the requirement of the Equality and Diversity Policy.
If there are staff or coaching vacancies that are not filled through the Club’s network of contacts, they will be generally advertised to a diverse section of the labour market. Advertisements should avoid stereotyping or using wording that may discourage particular groups from applying. All posts will have a job description and person specification, which will contain essential and desirable skills, qualifications and experience. Person specifications will only contain details which are required. All recruitment adverts will carry the statement “The Connaught Club promotes Equality and Diversity. A copy of our Equality and Diversity Policy will be available on request”.
Shortlisting should be done by more than one person if possible. The format for interview will be agreed before it takes place and will remain constant for all interviews for the position.
Every effort will be made to make provision for staff, coaches and volunteers with a disability through reasonable adaptations.
Posts which are deemed suitable will be advertised as available for job share. Job shares may also be available to staff in suitable posts on request, and providing that a suitable job sharer may be recruited.
All staff, coaches and Senior Officers / CMC Members involved in recruitment and selection will be aware of this policy and adhere to it at all times. All applicants for posts will be treated strictly on merit, against objective criteria that avoid discrimination. As an exception, posts targeted at specific groups of people will be exempted, as allowed by legislation.
An appointed person will be responsible for vetting, in confidence, applicants for sensitive posts; this may include Disclosure and Barring Service (DBS) checks. Reasons for the decision to appoint, or not, will be noted and kept for at least six months.
Sensitive posts include coaching and those roles in which persons may work and/or volunteer directly or indirectly with individuals aged 18 years or younger and/or with vulnerable adults. Sensitive posts may also include those roles in which persons may have access to individuals who are aged 18 years or younger or vulnerable adults and/or such individuals’ personal data.
If an employee is disabled or becomes disabled, they are encouraged to talk about their condition so that reasonable adjustments or support may be considered as appropriate.
The Senior Officers, CMC Members, staff, coaches and volunteers need to recognise and fulfil their personal role in making the Club a genuinely inviting and inclusive organisation. The Club will ensure that all staff, coaches and volunteers know about the Equality and Diversity policy and their responsibilities within it, by including it within Induction Training, and ensuring it has a high profile within the Club’s internal communications and practices.
Additional role specific training may be undertaken to ensure understanding of and commitment to Equality & Diversity policies and procedures as appropriate