National disability legislation

This section provides a starting point for understanding the legal principles relevant to golf for the disabled (G4D). It does not provide legal advice and should not be relied upon as such. It offers a general introduction to how international and national legislation relates to the participation of individuals with disabilities in sport. Some terms may be unfamiliar at first, so the aim is to explain the essentials in plain language. Practical examples across EDGA Learn show how organisations can improve accessibility, inclusive practice and participation. For advice on your organisation’s specific responsibilities, consult a qualified legal professional in the relevant jurisdiction.

Accessibility and inclusion are closely connected. Accessibility concerns identifying and removing barriers to facilities, services and information. Inclusion also considers whether people have meaningful opportunities to participate, make choices and feel welcome. For golf organisations, this means looking at how facilities, communications, services, rules and practices affect people’s ability to take part.

The United Nations Convention on the Rights of Persons with Disabilities (UN CRPD) recognises that disability arises through the interaction between people with impairments and environmental and attitudinal barriers. It also recognises the right to participate in sport on an equal basis with others. Countries that have ratified or acceded to the Convention must take appropriate measures to support this right, including access to sporting venues and services.

The specific legal duties of golf organisations depend on the laws that apply in their jurisdiction. These may include preventing disability discrimination in membership and access to services and facilities, and making changes to enable participation. Terminology may include reasonable adjustments or reasonable accommodation, with the relevant law determining what is required and any exceptions.

Disability rights sit within the wider framework of equality and anti-discrimination law. Other protections may cover grounds such as age, race, sex, religion or sexual orientation. These are sometimes called protected characteristics or protected grounds, although the categories and scope of protection vary between countries.

This section provides general information and distinguishes legal requirements from examples of good practice. It is not a substitute for legal advice. Organisations and individuals who are unsure about their responsibilities should seek independent advice on the laws that apply to them.