MEMBER
PROTECTION POLICY
Rationale and Purpose
Responsibilities—Appropriate behaviours
General Responsibilities
Administrators’ Responsibilities
Coaches’ Responsibilities
Players’ Responsibilities
Child Protection
Disciplinary action
Confidentiality
Complaint procedures
Code of Conduct review and approval
Procedures for handling allegations of discrimination and
harassment
Procedures for handling allegations of child abuse
Definitions of discrimination & harassment
Equal Opportunity Exceptions/Exemptions
Definition of child abuse in sport
Checklist for preventing child abuse
Australian Federal Police Records Check Form
Implementing the Member Protection Policy
1 RATIONALE AND PURPOSE
1.1 The Western Australian Table Tennis Association is committed to fair and
safe play in table tennis
1.2 The Western Australian Table Tennis
Association is committed to providing a sport and work environment free of
discrimination and harassment (sexual or otherwise), where individuals are
treated with respect and dignity, and where children are protected from abuse.
The Western Australian Table Tennis
Association will not tolerate behaviour which constitutes abuse,
discrimination or harassment under any circumstances and will take disciplinary
action against anyone who breaches the Member Protection Policy.
1.3 This
Member Protection Policy aims to provide the best possible environment in which
its members, service providers and employees including volunteers, The Western
Australian Table Tennis Association
can excel and discharge their responsibilities to ensure the peak performance
of all teams, competitions and programs.
2 CODE
OF CONDUCT: Understanding Responsibilities - Encouraging Appropriate
Behaviours
2.1 General
Responsibilities
The Western Australian Table Tennis Association expects all members,service providers, employees including volunteers will abide by the following Code of Conduct. With regard to abuse, discrimination and harassment such members will:
2.1.1
not knowingly discriminate against,
abuse, harass, ridicule or embarrass anyone covered by this Code of Conduct;
2.1.2 be fair, considerate and honest in all dealings with others;
2.1.3 treat all persons with respect, dignity and proper regard for
their rights and obligations;
2.1.4 respect the privacy of other persons;
2.1.5 act at all times in a fair and sporting manner and in such a way
as to ensure good relations within and between teams and other organisations;
2.1.6 not engage in excessive sledging during competition;
f team management;
2.1.7 ensure that all under-age team members be accompanied and/or
observed during sporting and associated activities;
2.1.8 refrain from intimate relations with members whom they have a
supervisory role or power over;
2.1.9 refrain from any form of victimisation towards others;
2.1.10 conduct themselves in a proper manner to the complete satisfaction
of the Western Australian Table Tennis Association and its delegates, so as not
to bring themselves, The Western Australian Table Tennis Association or the
team into public disrepute or censure;
2.1.11 not disclose to any unauthorised person or organisation
information that is of a confidential or privileged nature concerning the team
or an individual member of the Western Australian Table Tennis Association;
2.1.12 not promote, or pass on, exchange or publish information whereby
that information may be of a confidential, offensive, scandalous,
unsubstantiated or derisive type;
2.1.13 understand the possible consequences of breaching the Western
Australian Table Tennis Association Member Protection Policy;
2.1.14 immediately report any breaches of the Western Australian Table Tennis Association Member Protection Policy to the appropriate authority.
The following specific guidelines should also be followed.
2.2 Administrators’ Responsibilities
Administrators
will ensure that:
2.2.1 the Western Australian Table
Tennis Association aims to provide
and promote an environment free from abuse, discrimination and harassment in
relation to its employment functions, its membership eligibility, its provision
of goods and services if appropriate;
2.2.2 the Western Australian Table
Tennis Association develops,
distributes and implements the Member Protection Policy, and promotes the use
of the complaints procedure contained within;
2.2.3 the Western Australian Table
Tennis Association is responsible for
taking all reasonable steps to prevent abuse, discrimination and harassment
ensuring its position is widely known through all levels of the organisation’s
activities;
2.2.4 appropriate procedures are
identified to handle abuse, discrimination, harassment and other complaints;
2.2.5 Member Protection Officers
(MPOs) are identified (either internal or external to the association) to
provide information and support;
2.2.6 Member Protection Mediators (either internal or external to
the association)
are
identified and trained to mediate/conciliate grievances;
2.2.7 complaints shall be treated
in an impartial, sensitive, fair, timely and confidential manner;
2.2.8 abuse, discrimination and
sexual harassment reporting shall be encouraged, appropriate training is
provided to those who manage and implement the policy, widespread awareness and
understanding of the issues are provided, and the policy and procedures are
monitored and reviewed regularly.
2.3 Coaches’ Responsibilities
Coaches
will:
2.3.1 agree to abide by the Code of Conduct;
2.3.2 always use their position of
power and authority to benefit players and the Western Australian Table Tennis Association;
2.3.3 understand what is meant by
the terms abuse, discrimination, harassment, intimate relations and other terms
set out in Appendices 1 and 3 and express this understanding in their behaviour
towards all people to whom this Code of Conduct applies ;
2.3.4 make it clear to team members that any unlawful discrimination—including jokes, innuendo or sledging—based upon age, sex, race, physical or intellectual impairment, sexuality, marital status or pregnancy (or any other ground of discrimination covered by Federal/State/Territory anti-discrimination legislation) will not be tolerated;
2.3.5 be aware of players’ special
requirements, with the intention of reasonably accommodating them;
2.3.6 not look at, speak to or
make contact with players in a manner which is unwelcome, intrusive, abusive,
discriminatory or inappropriate in the circumstances;
2.3.7 avoid intimate relations with players
(see Appendix 1 and 3 — Definitions);
2.3.8 not unreasonably exclude or
treat less favourably any player/athlete from playing activities or coaching
activities on the basis his or her race, sex, age, marital status, sexuality,
pregnancy or intellectual or physical impairment;
2.3.9 respond to members concerns or
allegations of breaches of this Policy;
2.3.10 report suspect breaches of this Policy.
2.4 Players’ Responsibilities
2.4.1 AII
persons who are members of a Western Australian Table Tennis Association team shall at all times act
in a sporting manner, having regard to principles of fairness and common courtesy.
Players
will:
2.4.2 understand what is meant by
the terms abuse, discrimination, harassment and other terms set out in the
Appendices 1 and 3, and express this
understanding in their behaviour towards all people to whom this Code of
Conduct applies;
2.4.3 co-operate with their team -mates,
coach and opponents;
2.4.4 control their temper;
2.4.5 respect the rights dignity
and worth of all participants regardless of their ability, gender or cultural
background;
2.4.6 refrain from making
bullying, derogatory or demeaning remarks about other people;
2.4.7 refrain from making racist or sexist
jokes, or jokes about sexual preferences;
2.4.8 refrain from using anti gay,
anti women or racist slurs to taunt someone or to motivate better performance;
2.4.9 not allow offensive pictures or
graffiti to be visible;
2.4.10 refrain from looking at or touching
anyone in ways that make them feel uncomfortable;
2.4.11 refrain from making uninvited sexual
comments that offend, intimidate or humiliate;
2.4.12 not discriminate against, abuse or
harass anyone else;
2.4.13 refrain
from throwing tantrums on or off the field;
2.4.14 avoid intimate relationships with their
coach (see Appendices 1 and 3 —
Definitions);
2.4.15 respond to members concerns or
allegations of breaches of this Policy;
2.4.16 report suspect breaches of this Policy.
3. CHILD
PROTECTION
3.1 The Western Australian
Table Tennis Association is committed to ensuring that the safety, welfare and
well being of children is maintained at all times during their participation in
activities run by members and service providers. The Western Australian Table
Tennis Association aims to promote a
safe environment to children and to assist members and service providers to
recognise, report and prevent child abuse. (Appendix 3, 4 and 6)
3.2 Any person involved in the instruction,
leadership, management and/or coaching of any member(s) under the age of 18
years may be asked to undergo (police) screening procedures. (Appendix 5)
3.3 The
Western Australian Table Tennis Association will deal with allegations
involving abuse, suspected abuse of children promptly, sensitively and in
accordance with this policy. (Appendix 6)
4 DISCIPLINARY
ACTION
4.1 Disciplinary action will be taken by The
Western Australian Table Tennis Association
against anyone who is found to be in breach of this Member Protection Policy.
4.2 Disciplinary action will also be taken
against anyone who victimises or retaliates against a person who has complained
of abuse, discrimination or sexual harassment.
4.3 The discipline will depend upon the severity
of the case, and may involve an apology, counselling, suspension, dismissal or
any other forms of action deemed appropriate.
4.4 In most instances, child protection matters
will have to be referred to the police or a family services authority.
5 CONFIDENTIALITY
The Western Australian Table
Tennis Association management and
officers responsible for implementing this Member Protection Policy will keep
confidential the names and details related to abuse, discrimination and/or
harassment complaints, unless disclosure is necessary as part of the
disciplinary or corrective process.
6 COMPLAINT
PROCEDURES
We, The Western Australian Table
Tennis Association, undertake to
develop appropriate complaint procedures to deal with any complaints about
breaches of this Member Protection Policy promptly, seriously, sensitively and
confidentially. (See Part B and C)
7 MEMBER
PROTECTION REVIEW AND APPROVAL
7.1 The Western
Australian Table Tennis Association board of directors approves
this policy on
7.2 The Western Australian Table Tennis Association director responsible for
this Member Protection Policy will ensure an appropriate review of the policy
is conducted regularly.
We The Western Australian Table Tennis Association undertake to deal with any complaints brought to us
concerning a breach of this Member Protection Policy sensitively, promptly and
respecting the privacy rights of individuals concerned.
Should a complaint arise, the Western Australian Table
Tennis Association encourages the
complainant to consider the following options:
1. PROCEDURAL
STEPS
1.1 The complainant may wish to approach the
person(s) causing the problem—and ask them to stop the behaviour.
1.2 If the behaviour continues—or if it is not
reasonable to approach the person—contact either a
·
a supervisor, coach, manager
·
executive, president
·
Member Protection Officer
for advice and
support on procedures (including police advice if such notification is
required).
1.3 If the complainant chooses to proceed, a
designated Member Protection Mediator will investigate the complaint. This may
be someone appointed within the association or from the Australian Sports
Commission ‘Member Protection Officers Network’ The Member Protection Mediator
determines whether to investigate the complaint, or refer the matter to the
Western Australian Table Tennis Association—ie
Executive.
1.4 The purpose of investigation is to establish
whether discrimination or harassment occurred and, if so, what action should be
taken to resolve the matter. If the complainant requests the Member Protection
Mediator to investigate the complaint, this Officer’s role is to
·
inform the alleged harasser, and
interview both parties separately
·
confidentially and impartially keep
accurate records of the process
·
attempt mediation/conciliation where
appropriate
·
achieve resolution and follow-up.
1.5 If no resolution is achieved, the Member
Protection Mediator will give all records to the Western Australian Table
Tennis Association management, who
will determine the appropriate course of action.
1.6 If the complainant chooses not to pursue or
to withdraw the complaint, the Western Australian Table Tennis Association nevertheless has a legal
responsibility to maintain a harassment-free sporting environment. The Member
Protection Mediator must therefore determine whether the alleged harassment is
serious enough to warrant an investigation by the Association.
1.7 If the complaint is not resolved, the
complainant may put a written complaint to an external organisation for
mediation and/or arbitration (eg the Federal/State/Territory equal
opportunity or anti discrimination agency, Australian Sports Commission or State Department of Recreation and
Sport). This may be done with the support of a Member Protection Mediator.
2. RIGHT TO APPEAL
Both parties to a complaint have the
right to appeal the decision and seek the recommendation of a panel if the
matters of procedure, bias, or fairness are called into question. An appeals
panel, made up of members other than
those who formed the original review panel, should handle formal appeals.
3. EXTERNAL ACTION
Both complainant and alleged
harasser may pursue advice or action from an external authority at any stage of
the complaint procedure. Your Federal/State/Territory equal opportunity or anti
discrimination agency is the authority responsible for receiving complaints of
unlawful discrimination or sexual harassment.
Organisations should deal with
allegations involving the abuse, or suspected abuse, of children in a strictly
confidential manner and with sensitivity.
This is in the best interests of all parties involved. The matter should only be discussed within
the organisation with the Member Protection Officer who has been appointed and
trained to address harassment and abuse issues (if the organisation has one).
In most instances, the matter
will have to be referred to the police or a family services authority. The person receiving the information on the
allegation should consult these agencies if there is any doubt about whether an
allegation should be reported. In such
instances, it is not the responsibility of the organisation to investigate the
allegation. This should only be handled
by the appropriate authorities (for example, the state child protection agency
or police). Where the organisation needs
to make some inquiries to establish the basic facts, please follow the
procedure in 1.2.
1 TYPES
OF ALLEGATIONS
1.1 A member of a club or organisation may suspect
abuse of a child on reasonable grounds when:
·
a child tells them they have been
abused;
·
someone else tells them a child has
been abused;
·
a child tells them they know someone
who has been abused (often they are referring to themselves);
·
they observe a child’s behaviour and/or
injuries, and their knowledge of children leads them to suspect abuse; or
·
they observe a member’s abuse of
another member.
A member of a club or
organisation, or the organisation itself may also receive allegations that:
(1) a
person in the organisation (for example, a coach) has abused a child within the same organisation (for example, a
junior athlete);
(2) a
person in the organisation (for example, a coach) has abused a child outside that
organisation’s jurisdiction (for example, a junior athlete he or she coaches for a state organisation or club);
or
·
a person outside the organisation (for
example, a teacher or family member) has abused a young member of the
organisation.
These allegations may be made by
the child, his or her parents, or another person involved in the
organisation. Where the allegation comes
from is not as important as who the alleged offender and alleged victim are.
Allegations of types 1 and 2 will
generally be the only ones about which the organisation may have the right to
make further inquiries in accordance with their rules and regulations. An allegation of type 3 should, in all cases,
simply be reported to the relevant authority and the organisation should consider
any steps it can reasonably take to prevent that abuse, or similar incidents,
occurring again.
2 PROCEDURES
Where allegations are made regarding
child abuse or someone suspects a child has been abused, the person receiving
the information must treat the matter with great sensitivity. The initial response of the person to whom
the child confides is crucial to the
wellbeing of the child. It is important
for the person receiving information to:
·
listen to and believe what the child
says;
·
reassure the child that what has
occurred is not the fault of the child;
·
ensure the child is safe;
·
be honest with the child and explain
that other people may need to be told in order to stop what is happening;
·
ensure that what the child says is
quite clear, but do not elicit detailed information about the sexual abuse;
·
obtain and document the following
information;
- the child’s name, age and address
- the person’s reason for suspecting abuse
(that is, observation, injury or information
- the person’s assessment of danger posed to
the child, including information relating to the alleged perpetrator
- what arrangements, if any, exist for the
immediate protection of the child and
- what involvement, if any, other agencies
have in dealing with the suspected incident;
·
make direct and confidential contact
with the Member Protection Officer appointed to address member protection,
harassment and abuse issues. Consult
with the officer on how to proceed (for example, reporting to the relevant
state authority) and how to make a confidential and factual written report; and
·
ensure that there are procedures in
place to protect the confidentiality of reports (paper and electronic
versions).
If there is
any doubt about whether the allegation should be reported, a relevant state authority
(for example, police or a family services agency) should be consulted. However, if the person receiving the
information on the allegation is a member of a profession required, or
‘mandated’, to report any suspected child abuse, then he or she must report it
to the appropriate authorities.
Depending on
the rules of the organisation, the alleged offender may be suspended pending
the results of an investigation by the relevant authority.
Where an
accredited coach has been permanently suspended from a position because it was
found that he or she abused a child, the organisation must inform the
Australian Coaching Council so it can decide whether the coach has breached the
Coach’s Code of Ethics and should therefore be deregistered.
Where a matter
has resulted in the suspension or dismissal of a person, the national, state,
and regional bodies and clubs within the sport should be informed so that they
can implement safeguards to prevent other clubs from engaging the services of
the offender. Care should be taken with
the way this is communicated to other agencies to ensure that any statements
made are not defamatory.
A coach or
official may suspect that a child has been abused by a family member or someone
outside the sport because of behavioural signs or comments by the child. In such instances, advice should be sought
from a child protection agency if the information presented is
inconclusive. if there are enough
reasons to suspect child abuse, the matter should be formally reported to the
appropriate child protection agency for investigation.
Source: Australian
Sports Commission ‘Protecting Children from Abuse in Sport 2000’, pp 19 - 21
APPENDIX 1:DEFINITIONS
Discrimination
In Australia there are state,
territory and federal laws which protect people from certain forms of unlawful
treatment, including discrimination because of your race, sex, sexuality,
pregnancy, impairment, age, or marital status, in key areas of public life.
Discrimination can be direct or
indirect.
A Direct
Discrimination
Direct discrimination is treating
a person less favourably than another person on the basis of race, sex, age,
marital status, sexuality, pregnancy and impairment in the same or similar
circumstances.
Example:
A
football association states that it will only consider granting transfers for
players to go to another club if they are over 21 years of age. This practice
directly discriminates against players under the age of 21.
B Indirect
Discrimination
Indirect
discrimination is imposing a requirement, condition or practice that is the
same for everyone, but which has an unequal
or disproportionate effect or result
on particular groups. Unless this type of requirement is reasonable in all
circumstances, it is likely to be indirect discrimination—even if there was
never any intention to discriminate.
Example:
A piece of equipment in a gymnasium is adjusted to a height that would make it useable only by people whose height was at least 173cm. This could lead to indirect discrimination against women, as the height would mean that women would have more difficulty using the equipment than men.
Victimisation
Victimisation means subjecting a
person or threatening to subject a person to any detriment or unfair treatment
because that person has or intends to pursue their right (under
anti-discrimination laws) to make a complaint or support another person in
making a complaint.
Example:
A member of a club is threatened with non-renewal of membership after he/she states their intention to go to an equal opportunity agency to lodge a complaint of sexual harassment.
Harassment
Harassment can be unwelcome
verbal or written comments, conduct, or gestures directed toward one or more
people; the harasser knows or should reasonably be expected to know that this
behaviour is insulting, intimidating, humiliating, malicious, degrading or
offensive.
Harassment is a form of unfair discrimination. It can be an offence under State and Federal anti-discrimination laws, and in some cases criminal law.
Examples of
harassment include:
·
written,
verbal or physical abuse or threats
·
unwelcome
physical contact,
·
the
display of offensive materials,
·
unwelcome
sexual comments, jokes and propositions,
·
homophobic
comments and/or behaviours
·
jokes
or comments directed at a person’s body, looks, age, race, disability,
sexuality, marital status, pregnancy
Harassment may be a single incident or repeated. It may be
explicit or implicit, verbal or non-verbal, and it may include promises or
threats in return for sexual favours. Although the intent may vary, if it is
unwelcome and the effect is to offend, humiliate or intimidate, then the
behaviour must stop.
[Associations are encouraged to include examples specific to their
sport.]
Jokes and behaviours that are genuinely enjoyed and consented
to by everyone present are not harassment. However, it is important to be aware
that some people may silently tolerate behaviour they find offensive—especially
if they hold a subordinate position relative to the group or individual
engaging in the behaviour.
Sexual
Harassment
Sexual
harassment is unwelcome sexual behaviour, which makes the victim feel offended,
intimidated or humiliated—and it is reasonable in the circumstances to feel
that way.
Example:
Members
of a team of rugby players continue to taunt a fellow worker about his
homosexuality; even after it is clear that he finds the jokes offensive.
Disability
Disability refers to the total or partial loss of any
function or part of the body (for example, faulty vision, speech impediment or
hearing loss); the malfunction of any part of the body; the malformation or
disfigurement of any part of the body; the presence of an organism which may
cause disease (for example, HIV, hepatitis); permanent or temporary loss or imperfect development of mental faculties
(except where attributable to mental illness) resulting in reduced intellectual
capacity; a disorder or malfunction that results in a person learning
differently from others; a disorder, illness or disease that affects a person’s
thought processes, perception of reality, emotions of judgement or that results
in disturbed behaviour.
The term disability covers physical, intellectual and
psychiatric conditions.
Example:
Ann
suffered from carpal tunnel syndrome in her right hand. This meant that she
could only play bowls with the use of a particular bowling aid. Fellow bowling
club members claimed that this gave her an unfair advantage in competition;
however, she argued that any attempt to play without the aid would subject her
to discrimination on the basis of her disability.
Race
Discrimination
The race of a person means the nationality, country or
origin, colour or ancestry of the person or of any other person with whom he or
she resides or associates.
Racial
Discrimination
Racial discrimination involves a distinction, exclusion,
restriction or preference based on race which has the purpose or effect of
nullifying or impairing the recognition, enjoyment or exercise, on an equal
footing, of any human right or fundamental freedom in the political, economic,
social, cultural or any other field of public life.
Example:
A
footballer complained of being subjected to regular racist comments during
training and of not being selected in the A’s despite his ability. He was told
that his inclusion might lead to team disharmony.
Sexuality
Discrimination on the basis of sexuality means treating a
person less favourably because of their heterosexuality, homosexuality,
bisexuality or transsexuality.
Examples:
Nick
works as a barman at his local football club. He complains that co-workers
constantly ridicule him about his sexuality.
Bruce complains that he is not selected in the team because other teammates state they refuse to play with a homosexual.
Pregnancy
Discriminating against a woman because she is pregnant is
unlawful.
Example:
The
night after announcing she was pregnant, Gail was dropped from the swimming
team—even though she was only ten weeks into her term and her doctor told her
that her health was fine.
Age Discrimination
Age discrimination means treating a person
unfairly because of their age.
Age discrimination often arises because of stereotypes and
incorrect assumptions about people's abilities, based on how old or young they
are. It can occur against people of any age, and deny them the opportunity for
full participation.
Example:
Anna,
35, passed all fitness and entry requirements for a State netball team, but was
not considered for selection by the coach, who told her: “You’re not going to
last too long. All the best players are much younger than you. I don’t think
you’ll fit in.”
Exceptions may occur (see Appendix 2—Exceptions/Exemptions).
Intimate
Relations
Intimate sexual relationships between coaches and
players—while not necessarily unlawful harassment—can have harmful effects on
the player, on other players and coaches, and on the sport’s public image. Such
relationships tend to be exploitative because there is usually a disparity
between coaches and players in terms of authority, maturity, status and
dependence.
Because there is always a risk that the relative power of
the coach is a factor in the development of such relationships, coaches working
at all levels should avoid such relationships.
The law is always the minimum standard for behaviour; sex
with a minor, for example, is a criminal offence.
APPENDIX 2: EXCEPTIONS/EXEMPTIONS
Both State and Federal equal opportunity laws contain
exceptions that allow certain kinds of lawful discrimination, for practical and
commonsense reasons. Equal opportunity courts can also grant exemptions from
equal opportunity laws, to allow Associations to lawfully discriminate in
certain circumstances. For more information about this, Associations should
contact their State/Territory equal opportunity or anti discrimination agencies
. Exceptions include:
Disability
Organisers of a sporting activity may restrict the
participation of people with a genuine or particular disability. For example,
it would be lawful for the organisers of a national selection trials or
para-Olympic team to restrict the participation in those events to persons with
a general or particular disability.
Sex
People of one sex may be excluded from participating in a
competitive sporting activity in which the strength, stamina or physique of
competitors is relevant. This does not apply to a sporting activity for
children under the age of 12 years.
Age
It is lawful to hold competitions for relevant age groups
such as Under 13, Under 18, Under 21, 35 and over. However, it is unlawful to
select officials or coaches for sporting activities on the basis of age alone,
if that person can effectively undertake the task. For example, if a sport set
a minimum age for coaching or officiating duties or for attending an accredited
coaching course, it would have to demonstrate that the age limit is necessary
because the position requires a certain level of maturity, experience in the
sport or professional qualification that would not be held by someone under 16.
Pregnancy
Anti discrimination laws around
The decision of whether or not a
pregnant woman should continue playing and for how long should be hers to make
in consultation with her doctor and her club.
Under some circumstances
exceptions may apply to pregnant employees or volunteers.
HIV/AIDS
It is only lawful to discriminate on the basis of a person’s
HIV/AIDS status where the discrimination is reasonably necessary to protect the
health and safety of other persons. However, this exception only rarely
applies.
Example:
A
basketballer informed his coach that he had been diagnosed as HIV positive.
Upon hearing this, the coach dropped the player from the team. There was no
assessment made in relation to the player's ability to compete effectively, and
necessary precautions to protect both his health and safety and other player's
health and safety.
APPENDIX 3: DEFINITION OF CHILD ABUSE IN
SPORT
What is child
abuse?
Child abuse is a term used to describe ways in which
children are harmed, usually by adults and often by those they know and
trust. It includes physical abuse, which
results in non-accidental injuries; emotional abuse, which causes psychological
or emotional damage; neglect, which results in ill health; and sexual abuse,
which includes a range of sexual activity and exploitation of children, that
can result in physical or psychological damage.
Child abuse is illegal in all states and territories of
Child abuse in
sport
During sport, various behaviour occurs that amounts to child
abuse. Unfortunately while most people
know that some behaviour is ‘ bad coaching’, they often don’t know that some
bad behaviour can also be abuse. Here
are examples of behaviour that is abuse.
Non-accidental
injury to children participating in sport
Most children will collect cuts and
bruises in their daily lives, and certainly through their involvement in sport,
but some physical injuries or bruising can only be caused non-accidentally.
Inappropriate
training People working with
children in sport must tailor training programs to ensure that they are
appropriate for the strength, coordination, skill and emotional levels of
children. Training techniques that give
extra physical loads to children as ‘punishment’ can be dangerous to the health
of children who are already physically tired.
Effective training techniques will
also take into account the emotional individuality of children. Children should be emotionally prepared for
an activity in order to perform it confidently and without anxiety. They respond differently to the challenges of
sport, and what is ‘pushing’ (by a coach or a parent) to one child may be
emotionally destructive to another.
Physical abuse also includes giving children illegal or inappropriate
drugs that may affect their physical or psychological development.
Emotional
abuse It is not appropriate to
address children in a derogatory way when their performance is not to the
coach’s liking. Nor is it appropriate to
demean their performance in front of others or, even if speaking to them individually,
to refer to physical attributes (for example, weight or clumsiness) to make
them perform better. Coaches should
ensure that they do not give only negative feedback on performance. Providing constructive feedback on the
negatives and praise for the positives is a more appropriate way to coach
children.
Inappropriate
touching In some sports it may be
necessary for a coach or trainer to have physical contact with children in
order to demonstrate technique. Such
contact must be necessary and appropriate to the situation and always
professional. Inappropriate touching can
include lengthy or uninvited contact.
Sexual
abuse Sexual abuse is a criminal
offence involving a range of sexual activity between a child and a person who
is older, or has power, authority or control over a child. This abuse encompasses a wide range of
behaviour from, for example, engaging a child in sexual conversation, showing
sexual pictures to a child and exposing one’s genitals, to sexual touching and
invasive sexual acts.
Sexual abuse can involve forcing,
tricking, bribing, threatening, emotionally manipulating or pressuring a child
into sexual activity even if the child has, or appears to have, consented. Note that children 16 years and under cannot
legally consent to sexual acts.
Sport is vulnerable to child sexual
abuse because coaches, managers, officials and volunteers are able to assert
authority and power over children.
Unfortunately, sexual offenders take advantage of such positions of
trust and authority.
Other
sensitive areas People working with
children in sport should be aware of age sensitivities and cultural or
religious differences, and how these may change the way people look at certain
activities. For example, privacy in
showers or at athlete weigh-ins could be an issue. Working with children with physical and
emotional disabilities may also require careful and sensitive handling.
Coaches from diverse backgrounds,
and people working with children of diverse origins, will need to adjust work
practices and be sensitive to the different way in which their actions and
behaviour may be seen.
Source: Australian
Sports Commission ‘Protecting Children from Abuse in Sport 2000’, pp 3 - 4, 2.1 & 2.2
APPENDIX 4: CHECKLIST FOR
PREVENTING CHILD ABUSE
1 Make a clear statement that child abuse
is criminal behaviour and list the actions the organisation will take in such
instances.
2 Ensure that the organisation’s
constitution, regulations and by-laws support the policy and allow it to be
enforced.
3 Ensure these policies and procedures are
consistent with state laws that protect children.
4 Adopt a code of ethics and have all
members sign it. Have members renew
their pledge on a regular basis.
5 Define the job responsibilities of each
person involved in delivering a service in the organisation. Identify high-risk positions, applicants for
which should be screened and/or checked by the police.
6 Check the references of job applicants
and interview shortlisted candidates.
7 Develop procedures to deal with allegations
of child abuse.
8 Appoint a Member Protection Officer, let
members know who the person is, and ensure that the person selected receives
training in child protection issues.
9 Develop
procedures for conducting a police check.
10 Appoint a person(s)
to handle reports resulting from police checks.
11 Use accredited coaches and officials and
check that their accreditation is current.
12 Provide information to coaches and others
working with children about how to recognise child abuse, and give them
directions on what to do if abuse is reported or suspected.
13 Contact the child protection agencies and
education agencies in your state for assistance with education, training and
policy development.
Source: Australian
Sports Commission ‘Protecting Children from Abuse in Sport 2000’, p 27
APPENDIX
5
Source: Official Australian Federal Police Consent
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