Code of Conduct
Wrexham AFC Foundation expects the highest standards of integrity and conduct in all matters concerning the Charity and its employees. The Code of Conduct makes clear the standards of conduct expected from its employees and explains the responsibilities of the Charity, as the employer. All employees are expected to always act wholeheartedly in the interests of the Charity. Any conduct detrimental to its interests or its relations with its customers, suppliers, and the public or damage to its public image shall be a breach of Charity rules and policies. Discriminatory, offensive, and violent behaviour are unacceptable, and any complaints or concerns will be dealt with and acted upon.
Equality Inclusion & Diversity
Wrexham AFC Foundation is committed to ensuring that equality, inclusion, and diversity of opportunity is at the very heart of everything we do to ensure we provide fair and non-prejudicial access to the services across the Charity. We uphold everyone’s freedom of rights and choice to be different and aim to provide opportunities for everyone to succeed. It is the policy of the Charity that no person, whether player, job applicant, employee, volunteer, or customer, shall be discriminated against. The Charity opposes all forms of unlawful and unfair discrimination, either direct or indirect, or harassment, on the grounds of the following ‘protected characteristics’: Age, Disability, Gender Reassignment, Marriage & civil Partnership, Pregnancy & Maternity, Race, Religion or Belief, Sex and Sexual Orientation. Anyone who is found to be in breach of this could receive disciplinary action, which may well include suspension and dismissal.
Safeguarding and Safer Recruitment
Wrexham AFC Foundation is committed to and has both a moral and legal obligation to ensure that all children and vulnerable adults are protected and kept safe from harm whilst engaged in services organised and provided by the club and believes that the general wellbeing, welfare and safety of all children and vulnerable adults engaged in club activities is of the upmost importance. The Charity will fulfil its responsibilities by ensuring it displays best practice in safeguarding matters – including Safer Recruitment - carried out in a spirit of partnership and openness with the child or vulnerable adult, families, and the relevant local authority.
Having a criminal record will not necessarily bar a potential candidate from working with the Charity. This will depend on the nature of the position and the circumstances and background of the offence(s) committed. As an organisation using the Disclosure and Barring Service (DBS) to assess applicant’s suitability for positions of trust, the Club complies fully with the DBS Code of Practice and undertakes to treat all applicants for positions fairly. Potential applicants need to check on the government website (https://www.gov.uk/tell-employer-or-college-about-criminal-record/what-information-you-need-to-give) whether cautions / convictions should be disclosed as part of their application.
This role profile is not exhaustive; it will be subject to periodic review and may be amended to meet the changing needs of the business.