Equality, Diversity and Inclusion (EDI)
Morris and traditional music, dancing and performance should be able to be enjoyed by anyone who wants to participate in it or to spectate. The extended morris community should be a place where all feel safe, welcomed and respected.
Below you will find guidance and specific questions asked by our members. The Morris Federation is not qualified to advise on legal matters. You remain responsible for your side’s conformance with the law and must make your own decisions to suit your own circumstances.
Help on the Equality Act 2010
As many in the Morris world will know, the Equality Act 2010 extended the law regarding discrimination to private clubs (e.g. a morris team) with more than 25 members and a genuine selection process (i.e. it is possible for you to exclude someone from joining). Whilst the law cannot be enforced against smaller teams or those who have no rules about who can join (and therefore cannot discriminate in membership selection) it is clearly best practice to understand and follow the guidance.
Note that the protections under the Act apply to members once they have joined even if your selection rules allow for some discrimination (e.g. you are a single gender team).
Here is the official government ‘quick-start’ for private clubs: https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/85018/private-clubs.pdf.
The Morris Federation cannot offer legal advice to member sides and this note is not intended to do so either. However, the guides mentioned above are meant to be of practical help to a general reader and hopefully will contain most if not all the answers to side’s questions.
Ed Worrall, Co-opt to JMO Committee, 6th September 2022
Disability Discrimination
The Committee was asked:
Is the Morris Federation able to give advice on disability discrimination? If not, are you able to give us advice about where we might find out more about this?
The various websites (below) do not appear to show a legal need for clubs to adhere to the sort of regulations enforceable in recruitment and work or education, however, it will be clear to the reasonable person that some disabilities can be adjusted for and others will simply not work in a Morris environment.
It is legal to discriminate (for instance, refusing membership to a wheel-chair bound person) if this is a proportionate response (there would be no alternative) to a legitimate aim (e.g., to dance in a certain style).
However – must you refuse membership? Are there in fact alternative options open to you? There are many other roles in a club that might be fulfilled by someone with a particular disability; e.g. a non-dancing officer or team-helper role, or perhaps a beast or other character – and a team project to develop such a role would be a good direction to take. It would be hoped that the person involved would feel included, perhaps even central to the team’s look The officers of the club may need to take a view on this and see what sort of involvement can be offered and what role a person can take.
Your constitution may inform you of the rules for membership selection and you should apply these to everyone. A constitutional review may be required so the team can discuss this in full and come to a consensus.
You can also read more about it at:
https://www.acas.org.uk/disability-discrimination
https://www.gov.uk/rights-disabled-person
In practical terms it will be a helpful and welcoming inclusion for the team. Realism on the part of the person concerned as to what role they can hold will smooth the way for both parties.
Open and frank early discussions are wise.
Last updated: July 2026
