Policies

· 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

· Encourage all participants to learn the Laws and rules and play within them, respecting the decisions of match officials

· Actively discourage unfair play, rule violations and arguing with match officials

· 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

· Always work in an open environment (i.e. avoid private or unobserved situations and encourage an open environment)

· Know and understand the ECB’s ‘Safe Hands – Cricket’s Policy for Safeguarding Children’

Using the Code of Conduct for cricket Members and Guests, and consulting with all the junior members at the cricket club, create a specific code of conduct for the junior members relating to their time at your cricket club. The guidance below may also help.

Blackpool Cricket Club is fully committed to safeguarding and promoting the wellbeing of all its members.

Blackpool Cricket Club believes 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.

Therefore, members are encouraged to be open at all times and to share any concerns or complaints that they may have about any aspect of the club with David Creswell (Club Chairman).

As a member of Blackpool 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 – sports clothing, ECB regulation protective equipment – for training and match sessions, as agreed with the coach/team manager.

· 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.

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.

6.3.3 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.

7.2 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.

8.1 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.

Having completed a spell the bowler cannot bowl again, from either end, until the

equivalent number of overs to the length of his* spell have been bowled from the

same end. A bowler can change ends without ending his current spell provided that

he bowls the next over that he legally can from the other end. If this does not happen

If play is interrupted, for any reason, for less than 40 minutes any spell in progress at

the time of the interruption can be continued after the interruption up to the maximum

number of overs per spell for the appropriate age group. If the spell is not continued

equivalent number of overs to the length of his spell before the interruption have

been bowled from the same end. If the interruption is of 40 minutes or more, whether

Once a bowler covered by these Directives has bowled in a match he cannot exceed

the maximum number overs per day for his age group even if he subsequently bowls

spin. He can exceed the maximum overs per spell if bowling spin, but cannot then

revert to bowling fast until an equivalent number of overs to the length of his spell

maximum number of overs in a spell the maximum will apply as soon as he reverts to

In February 2000 the England and Wales Cricket Board (ECB) issued new safety guidance

on the wearing of helmets by young players up to the age of 18. This guidance document

can be found at www.play-cricket.com/helmets. In brief, the guidance recommended that:

• helmets with a faceguard or grille should be worn when batting against a hard cricket

• young players should regard a helmet with a faceguard as a normal item of protective

• young wicket keepers should wear a helmet with a faceguard when standing up to the

With the assistance of schools, cricket clubs and leagues, the wearing of helmets by young

players is now a common sight on playing fields throughout England and Wales. Helmets

However despite the guidance and the risk of injury some young cricketers playing with a

hard ball do not wear a helmet. The ECB has advised all coaches, teachers, managers and

umpires that they should not allow a young player without a helmet to bat or to stand up to

the stumps when keeping wicket against a hard ball except with written parental consent.

The ECB is recommending that this guidance is followed by all players up to the age of 18. It

applies to young players in adult cricket as well as to all junior cricket played with a hard

The ECB asks that the guidance is communicated to the parents or guardians of all young

players through clubs and schools, and that parental consent is always obtained before

young players are allowed to bat or stand up to the stumps when keeping wicket against a

The ECB also has regulations covering the minimum fielding distances for young players in

• No young player in the Under 15 age group or younger shall be allowed to field closer

than 8 yards (7.3 metres) from the middle stump, except behind the wicket on the off

• For players in the Under 13 age group and below the distance is 11 yards (10 metres).

• Should a young player in these age groups come within the restricted distance the

• In addition any young player in the Under 16 to Under 18 age groups, who has not

reached the age of 18, must wear a helmet and, for boys, an abdominal protector (box)

when fielding within 6 yards (5.5 metres) of the bat, except behind the wicket on the off

side. Players should wear appropriate protective equipment whenever they are fielding in

• These fielding regulations are applicable to all cricket in England and Wales. Age groups

are based on the age of the player at midnight on 31st August in the year preceding the

reference to he/his should be interpreted to include she/her. Age groups are based

on the age of the player at midnight on 31st August in the year preceding the current

All clubs must recognise that they have a duty of care towards all young players who

are representing the club. This duty of care also extends to Leagues that allow the

participation of young players in adult teams in their League. The duty of care should

• Not to place a young player in a position that involves an unreasonable risk to

• The umpires and the opposing captain must be notified of the age group of all

Clubs and Leagues can apply more strict restrictions on the participation of young

players in adult matches at their discretion. It is strongly recommended that a parent,

guardian or other identified responsible adult is present whenever a player in the

captain or other identified adult player taking responsibility for the young player.

This guidance applies to all cricket in England and Wales from the beginning of the

• For players in the Under 13 age group and below the distance is 11 yards (10

• These fielding regulations are applicable to all cricket in England and Wales.

Head of Operations – Non First Class Cricket, at Lord’s – frank.kemp@ecb.co.uk,

0207 432 1216, fax 0207 289 5619, or by post to ECB Cricket Department, Lord’s

1. Coaches must respect the rights, dignity and worth of each and very person and treat each equally within the context of the sport.

2. Coaches must place the well-being and safety of each player above all other considerations, including the development of performance.

3. Coaches must adhere to all the guidelines laid down by the rules of the England and Wales Cricket Board.

4. Coaches must develop an appropriate working relationship with each player based on a mutual trust and respect.

6. Coaches must encourage and guide players to accept responsibility for their own behavior and performance.

7. Coaches must ensure that the activities they direct or advocate are appropriate for the age, maturity, experience and ability of players.

8. Coaches should, at the outset clarify with the player (and were appropriate, their parents) exactly that is expected of them and also what they are entitled to expect from their coach.

9. Coaches must co-operate fully with other specialists (e.g. other coaches, officials, sport scientists, doctors, physiotherapists) in the best interests of the player.

10. Coaches must always promote the positive aspects of the sport (e.g. fair play) and never condone violations of the Laws of the Game, behavior contrary to the spirit of the Laws of the Game or relevant rules and regulations or the use of prohibited substances or techniques.

Any breach of any provision(s) of this Code of Conduct by a Coach shall constitute a breach of the Rules of the England and Wales Cricket Board and shall be dealt with under the procedures as set out in the Rules of the England and Wales Cricket Board.