POLICY

Like all governing bodies, the Fencing Ireland has rules and regulations which it and its members must follow. All fencers should take the time to read and familiarise themselves with the information below, as well as checking the related links on this page.

Competitions

Competitions are governed by FIE rules. These were adopted in June 1914 by the international congress of National Olympic Committees for use in all events at the Olympic Games. They were first codified in 1914 by the Marquis de Chasseloup-Laubat and M. Paul Anspach. They have been revised and restructured by various FIE Congresses.

Please note that if you intend to compete you must make it your business to be familiar with F.I.E. regulations. Individuals who wish to take part in fencing competitions in Ireland must hold a valid IFF licence. Overseas fencers may present an FIE licence or a current licence from their home jurisdiction.

• FIE: Rules for competition https://fie.org/fie/documents/rules
• British Fencing: authorised English translation

Children in Sport and Child Protection

Children are the lifeblood of any sport as they are the competitors of tomorrow. If it is not enjoyable for them or they have a bad experience of it, they will not continue. Fencing Ireland is a signatory of the Code of Ethics and Good Practice for Children in Sport to ensure that participation is an enjoyable and fulfilling experience for all children who are involved. The Children’s Officer is Ulla Kappus and she may be contacted through the Honorary Secretary.

• Fencing Ireland: Read our Child Safeguarding Statement here
• Sport Ireland: Code of Ethics & Good Practice for Children’s Sport
• Child Protection

Anti-Doping

The IFF supports the work of the Irish Sports Council anti-doping unit and the World Anti-Doping Agency and condemns the uses of any substance or method to achieve improved results in competition.

Dr. Lorraine McGill (email c/o: secretary@irishfencing.net) is the appointed Anti-Doping Officer for the IFF and the concerns of any fencer in relation to anti-doping matters may be directed to her.

• Sport Ireland - Anti-Doping Unit - https://www.sportireland.ie/anti-doping
• FIE: Anti-Doping Rules (2010) https://fie.org/fie/documents/clean-sport
• World Anti-Doping Agency: website http://www.wada-ama.org/en/

Background

At our Annual General Meeting held on Sunday March 26th 2000, it was unanimously agreed that the following object be added to the Memorandum of Association of The Irish Fencing Federation:

“(w) to provide by Rules, Regulations and Bye-Laws or otherwise to control doping in the sport of fencing and to take such action, including testing, to combat doping in the sport of fencing.”

Your Responsibility

It is very important for each and every participant, particularly those who intend to compete abroad, to familiarise themselves with the advice of the Irish Sports Council, World Anti Doping Agency and the FIE.

Please remember that external Doping Control Officers may be present at any fencing competition. While it is not envisaged that there will be any intentional infractions, many ‘over the counter’ and prescription medicines (as well as vitamins, herbal and nutritional supplements) may contain prohibited substances. There has been so much negative publicity about doping in sport that it is no longer possible to plead ignorance, so we strongly advise you to have your doctor check on the status of all drugs.

• FIE: list of Prohibited Substances (2013) https://fie.org/fie/documents/clean-sport

 

Anti-Discrimination & Anti-Harassment

Policy Statement

The Irish Fencing Federation (“the Federation”) has in place practices which are designed to ensure that all staff and members are protected from discrimination and harassment, and that claims of discrimination and harassment are dealt with speedily and constructively.

Rationale

The Federation believes that in a civil society discrimination and harassment are unacceptable and, furthermore, that staff and patrons can be adversely affected by incidents of discrimination and harassment in facilities. Staff have a responsibility to provide an environment that is free from harassment and discrimination in all forms, including those based on race, ethnicity, gender, ability, disability, sexuality and religion.

This policy is intended as a framework document, allowing the Federation the flexibility to accommodate local needs and circumstances. However, the policy directs that the Federation take responsibility for establishing mechanisms and procedures to actively counter discrimination and harassment. This recognizes the increasing involvement of management to local level.

This Anti-Discrimination and Anti-Harassment Policy is further supported by a range of legislation.

Definitions

1. Discrimination

• Refers to any behaviour or practice which reflects an assumption of superiority of one group over another;
• Is behaviour which disadvantages people on the basis of their real or perceived membership of a particular group; and
• Includes such behaviour as less favourable treatment, unfair exclusion, and asking discriminatory questions.

1.1 Direct discrimination takes place when a person treats another person, on the basis of an attribute or characteristic, less favourably than a person without that attribute or characteristic. These attributes or characteristics could include gender, marital status, pregnancy, parental status, family responsibilities, sexuality, ethnicity, age or disability.

1.2 Indirect discrimination takes place when a person imposes a condition, requirement or practice which is unreasonable or disadvantages a member of a group who shares or is believed to share an attribute on the basis of gender, marital status, pregnancy, parental status, family responsibilities, sexuality, ethnicity, age or disability. Indirect discrimination can also occur when groups or individuals are treated as being the same, although they are different. By not taking differences into account, one group or individual benefits at the expense of the others.

2. Harassment:

• Is the exercise of power by one person over another, which often presents as bullying behaviour
• Involves physical, verbal or psychological behaviour which makes another person feel embarrassed, offended, upset, devalued, degraded, afraid, frustrated or angry.
• Includes insulting, demeaning, humiliating, offensive, vilifying or intimidatory behaviour or behaviour which incites hatred.
• Includes a wide range of conduct that causes another person to feel offended, humiliated, insulted or ridiculed.
• Is behaviour which is unwelcome, unreciprocated, uninvited and usually repeated
• May cause damaging stereotypes to be maintained
• Is a breach of proper standards of conduct and professional behaviour;
• May be based on misunderstanding or be a deliberate act based on a subjective perspective.

Goal - It is intended that the Federation will provide a supportive environment which is free from discriminatory practices and harassment and which promotes personal respect and physical and emotional safety.

Requirements

Federation Management will be responsible for:

• Implementing this policy within all Clubs affiliated to it
• Being aware of the legislative requirements relating to discrimination and harassment
• Ensuring that the preparation and review of plans and grievance procedures involve consultation with all Clubs affiliated to the Federation and include the range of discriminatory behaviours
• Ensuring that patrons, club members are familiar with the Federation’s approach, and understand their rights and responsibilities in relation to it
• Promoting this policy within all Clubs affiliated to the Federation
• Monitoring the Federation’s plans to counter discrimination and harassment, including documenting reported grievances, and initiating reviews of the approaches at regular intervals
• Ensuring sensitivity and confidentiality, and the protection of the rights of all individuals, and
• Practising non-discriminatory behaviours

Affiliated Clubs will be responsible for:

• Ensuring that activities are congruent with and support this policy
• Helping people to develop competencies to challenge discriminatory attitudes and behaviours in themselves and others
• Being aware of the legislative requirements relating to discrimination and harassment
• Ensuring that claims of discrimination and harassment are speedily and constructively addressed according to the Federation’s strategies; and
• Practising non-discriminatory behaviours
• Providing advice and support materials for the enactment of this policy
• Assisting with professional development