A not-for-profit member’s club, for tennis, squash, racketball, table tennis, fitness and social activities


No matter what your age or ability, The Avenue has something that can cater for your tennis needs


With 3 courts including one glass backed, there are plenty of opportunities to play

Table Tennis

With a thriving social table tennis scene, and 2 teams that play in the Portsmouth and District Table tennis league, there’s something for all standards


Gym with cardio equipment, resistance machines and free weights along with a selection of group exercise classes


We have our own bar and function room and a thriving social community holding regular social activities and events

Contact Us

Contact us to find out more about The Avenue and our membership packages

Policy Appendix

Appendix A – Glossary of terms

Age: – refers to a person belonging to a particular age group, which can mean people of the same age
or a range of ages.

Bisexual or Bi: – refers to a person who has an emotional and/or sexual orientation towards more than one gender.

Bullying: – can involve any form of physical, emotional, sexual or discriminatory abuse. It can also include cyber-bullying i.e. using social media or mobile phones to perpetrate bullying.

Direct discrimination: – involves treating someone less favourably than another person because of a protected characteristic.

Disability: – refers to a person having a physical or mental impairment that has a substantial and long-term adverse effect on that person’s ability to carry out normal daily activities.

Discrimination: – involves treating someone in a less favourable way and causing them harm, because of their age, gender, ability or disability, race, religion, ethnic origin, creed, colour, nationality, social status or sexual orientation.

Discrimination by association: – refers to discrimination against someone because they are associated with another person who possesses a protected characteristic.

Discrimination by perception: – refers to discrimination against someone because of the belief that they have a protected characteristic.

Diversity: – refers to acknowledging and celebrating the differences between groups of people and between individuals.

Equality: – involves treating everyone with fairness and respect and recognising and responding to the needs of individuals. Taking positive actions to address existing disadvantages and barriers affecting how people engage with and participate in the Club’s activities.

Ethnicity: – refers to the social group a person belongs to, and either identifies with or is identified with by others, as a result of a mix of cultural and other factors including language, diet, religion, ancestry and physical features traditionally associated with race. Ethnicity is essentially self-defined and may change over time.

Gay: – refers to a man who has an emotional, romantic and/or sexual orientation towards men. Also, a generic term for lesbian and gay sexuality – some women define themselves as gay rather than lesbian.

Gender identity: – refers to an individual’s internal self-perception of their own gender. A person may identify as a man, as a woman, as neither man or woman (non-binary) or as androgyne/polygender.

Gender reassignment: – refers to the process of changing or transitioning from one gender to another.

Harassment: – refers to unwanted conduct related to a relevant protected characteristic, which has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual. The focus is on the perception of the complainant not the intent of the perpetrator.

Hate crime: – refers to crime that is targeted at a person because of hostility or prejudice towards that person’s disability, race or ethnicity, religion or belief, sexual orientation or transgender identity. This can be committed against a person or property.

Homophobia: – refers to the fear, unreasonable anger, intolerance or/and hatred toward homosexuality, lesbian, gay and bisexual people whether that person is homosexual or not.
Inclusive leadership: – refers to leaders who are aware of their own biases and preferences and who actively seek out and consider different views and perspectives to inform better decision-making. They see diverse talent as a source of competitive advantage and inspire diverse people to drive organisational and individual performance towards a shared vision.

An inclusive leader: – is a role model exemplar of inclusive behaviour; listens to and seeks out the views of diverse people and takes account of these views, without bias in the decisions they make. He or she appreciates that a diverse group of people will generate more creative solutions to problems and encourages this. An inclusive leader will inspire people through a shared vision of future success and motivate them to deliver it.

Inclusion: – refers to recognising that people from different backgrounds may have different needs and expectations and may experience barriers in trying to access club activities. An inclusive venue is one that takes steps to attract and engage people from many different backgrounds and meet their needs so that everyone has a positive experience and has the opportunity to achieve their potential.

Indirect discrimination: – refers to a practice, policy or rule which applies to everyone in the same way, but that has a worse effect on some people than others.

LGBTQ: – is an acronym for Lesbian, Gay, Bisexual, Trans and Questioning.

Lesbian: – is a woman who has an emotional romantic and /or sexual orientation towards women.

Monitoring equality: – refers to data collection and analysis to check if people with protected characteristics are participating and being treated equally.

Non-binary: – is an umbrella term for a person who does not identify as only male or only female, or who may identify as both.

Positive action:- refers to a range of lawful actions that seek to overcome or minimise disadvantages (for example in employment opportunities) that people who share a protected characteristic have experienced, or to meet their different needs.

Pregnancy and maternity:- pregnancy is the condition of being pregnant or expecting a baby. Maternity refers to the period after the birth and is linked to maternity leave in the employment context. In the non-work context, protection against maternity discrimination is for 26 weeks after giving birth, and this includes treating a woman unfavourably because she is breastfeeding.

Questioning: – refers to the process of exploring your own sexual orientation and/or gender identity. Race: – refers to the protected characteristic of race. It refers to a group of people defined by their race, colour, and nationality (including citizenship) ethnic or national origins.

Radicalisation, extremism and terrorist behavior: – radicalisation is the process by which a person comes to support terrorism and/or forms of extremism. Extremism is vocal or active opposition to fundamental British values, including democracy, the rule of law, individual liberty and mutual respect and tolerance of different faiths and beliefs. There is no single way to identify an individual who is likely to be susceptible to extremist ideology. The internet and the use of social media can be a major factor in the radicalisation of people.

Reasonable adjustment: – refers to what is considered reasonable and will depend on all the circumstances of the case including the size of an organisation and its resources, what is practicable, the effectiveness of what is being proposed and the likely disruption that would be caused by taking the measure in question as well as the availability of financial assistance.

Religion or belief: – religion has the meaning usually given to it but belief includes religious and philosophical beliefs including lack of belief (e.g. atheism). Generally, a belief should affect life choices or an individual’s way of living for it to be included in the definition.

Sex: – refers to the biological makeup such as primary and secondary sexual characteristics, genes, and hormones. The legal sex is usually assigned at birth and has traditionally been understood as consisting of two mutually exclusive groups, namely men and women.

Sexual orientation: – refers to a person’s emotional, romantic and/or sexual attraction to another person.

Trans: – is an umbrella term to describe people whose gender is not the same as, or does not sit comfortably with, the sex they were assigned at birth. Trans people may describe themselves using one or more of a wide variety of terms, including (but not limited to) transgender, cross dresser, non- binary, genderqueer (GQ).
Transphobia: – refers to the fear of, unreasonable anger against, dislike, intolerance and/or hatred toward trans people, whether those people have undergone gender reassignment or are thought to have done so.

Transsexual person: – refers to someone who has started the process of changing their gender identity and is undergoing or has undergone gender reassignment.

Unconscious bias or implicit bias: – this refers to a bias that the holder is unaware of, and which happens outside of his or her control. It is a bias that happens automatically and is triggered by the brain making quick judgments and assessments of people and situations, influenced by a person’s background, cultural environment and personal experience

Victimisation: – is when someone is treated badly because they have made or supported a complaint or grievance.

Appendix B – Legislation

The Equality Act 2010 legally protects people from discrimination in the workplace and in wider society. It replaced previous anti-discrimination laws with a single Act, making the law easier to understand and strengthening protection in some situations. It sets out the different ways in which it’s unlawful to treat someone.
It is against the law to discriminate against anyone because of:

  • age
  • being or becoming a transsexual person
  • being married or in a civil partnership
  • being pregnant or on maternity leave
  • disability
  • race including colour, nationality, ethnic or national origin
  • religion, belief or lack of religion/belief
  • sex
  • sexual orientation

These are called “protected characteristics”. People are protected from discrimination:

  • at work
  • in education
  • as a consumer
  • when using public services
  • when buying or renting property
  • as a member or guest of a private club or association

People are also protected from discrimination if:

  • they are associated with someone who has a protected characteristic, e.g. a family member or friend
  • they have complained about discrimination or supported someone else’s claim Discrimination can come in any of the following forms:
  • direct discrimination – treating someone with a protected characteristic less favourably than others
  • indirect discrimination – putting rules or arrangements in place that apply to everyone, but that put someone with a protected characteristic at an unfair disadvantage
  • harassment – unwanted behaviour linked to a protected characteristic that violates someone’s dignity or creates an offensive environment for them
  • victimisation – treating someone unfairly because they’ve complained about discrimination or harassment

Please contact us to find out more about what the club has to offer and our membership packages, visits to the club are welcomed by appointment please call the club office to make an appointment.

023 9248 2750

The Avenue LTS&FC, Southleigh Rd, Havant, PO9 2RS

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Office Opening Hours

Monday - Saturday 08:30-12:30  • Wednesday evening - 16:00-19:00

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