Diversity and Inclusion Action Plan 2019-2022 Promoting ethnic diversity in sport and physical activity 1 Forewords Sporting Equals have seen great success over the last few years, for example with our LeaderBoard Academy; over 1/3 of candidates found board positions within six months. Uplifting ethnically diverse individuals in the world of sport, not only in terms of physical activity/participation but also in terms of employment and regulation. This latest feat highlights a real impact in terms of diversity and equality in sport. Diversity is at the heart of our organisation, our trustee board is one of, if not the most diverse in the sport sector as are our staff, with a team consisting of 70% women. We believe in inclusion by supporting and empowering our staff and this Diversity Action Plan will enable us to take this further and direct our focus into growing and engaging wider communities through empathy. This plan will help us to deep-dive and focus on utilising the already diverse workforce we have to truly discover and implement best practice throughout our organisation, empowering our staff to deliver the very best. Densign White MBE, Chair of Sporting Equals Promoting ethnic diversity in sport and physical activity 2 ‘I am not different from you. I am different like you.’ Equality Ensuring individuals and groups are treated fairly and equally The understanding that each individual is different and Diversity recognising that diverse teams that engage with diverse communities produce better outcomes The action of including or of being included (valued) Inclusion within a group and structure. An inclusive culture empowers and supports all to realise their full potential Promoting ethnic diversity in sport and physical activity 3 Our Values Energy Equality Honesty Leadership Creativity • Passion • Being a fair • Integrity • Raise and • Agents of • Commitment and inclusive • Trust maintain change • Vision organisation • Openess standards • Innovation • Full • For all to • Accountability • Push • Action involvment achieve their boundaries solutions full potential • Focus on best • Being • Going the extra mile practice different, • Effective role making a models difference Promoting ethnic diversity in sport and physical activity 4 ‘I believe no matter who you are, respect yourself, respect others.’ Sir Mo Farah, British Distance Runner Contents Topic Page Number Business Case and Introduction 6 4 Pillars of Diversity and Inclusion Plan 7 Our achievements 8 Equation of Inclusive Practice 9 Leadership Pillar 10 Community Engagement Pillar 13 Our People Pillar 16 Our Partners Pillar 19 Key Priorities 22 Promoting ethnic diversity in sport and physical activity 5 ’ I am just going to go out there and do my best.’ Dame Jessica Ennis-Hill, British track and field athlete Our Business Case Introduction Promoting, supporting and implementing diversity into practice is an important and integral Our aim is to continue to learn, develop and improve. We want to aspect for Sporting Equals. The process is about valuing people, where everyone feels able to ensure that we are active partners in delivering health, wellbeing participate, contribute, develop and engage. The moral case, beyond the ‘it is the right thing to and inclusive sporting opportunities to individuals and community do’ is about building and becoming a fairer and more inclusive organisation, where simply put, groups people matter. The action plan, designed to run from September 2019 to Sporting Equals strive to put systems into place to ensure people are given the opportunity to use September 2022, extends beyond the scope of the nine protected their skills and talents and to maximise their full potential within a safe, supportive and inclusive characteristics outlined within the Equality Act 2010. Four key areas environment. of focus have been identified; We want to ensure our commitment to equality, diversity and inclusion is effectively o Leadership: communicated to our external stakeholders; the ethnically diverse communities whom we serve, our partners/ providers of sport related opportunities - national governing bodies, public sector o Engagement: responsive and respectful interaction with our organisations, charities and the community groups. communities Our overall outcomes are: o Our People: building a diverse, inclusive and supportive • Increase participation working environment that encourages development and • Identify and showcase talent progression • Improve health and lifestyle • Build cohesive communities o Support system for our partners to be more inclusive • Diversity in the sports sector Promoting ethnic diversity in sport and physical activity 6 ”Never let fear decide your future; be brave, have a passion and create your own trail“ Christine Ohuruogu, MBE British track and field athlete To empower and enable ethnically diverse communities to play sports and become more active Leadership Engagement Our People Support to our partners To develop an To ensure strong and To set up effective To establish an inclusive understanding of our visible leadership – that engagement structures employer brand which partners’ equality, diversity and to allow for informal attracts, recruits and concerns/dilemmas. inclusion is embedded and formal interactions retains talented within the governance with and for our diverse candidates from all To collectively identify framework communities communities. and implement fair and inclusive practice Promoting ethnic diversity in sport and physical activity 7 “My main priorities were to fight for Britain. Not a lot of Asians get selected for this country at anything and it’s a great achievement.” Amir Khan, British boxer Our achievements to date: ü LeaderBoard Academy© – Pioneering leadership programme for Ethnic Diversity professionals to take up positions on sports governing bodies. One third of the first cohort took up sports board positions in the first six months of graduating. Take up includes doctors, lawyers, accountants and former athletes ü British Ethnic Diversity Sports Awards (BEDSA’s) – Into its seventh year, the first ever sports awards recognition dedicated to ethnically diverse communities – a formal event to acknowledge the achievements made by ethnically diverse athletes and volunteers to British sport. Aim is to inspire next generation of potential athletes, volunteers and coaches in the sports sector and is seen as a major event in the sports calendar ü Making Equals © – Sporting Equals innovative programme brings local communities together through their shared interest in sport and helps to reduce the number of neighbourhood conflict and hate crimes recorded, which in 2017/18, was over 100,000. ü Sporting Equals Race Equality Charter © – The Charter offers sports organisations a ‘helping hand’ to ensure race equality and inclusion. Organisations, by signing to the Charter commit to organising a framework for key data, Promoting ethnic diversity in sport and physical activity 8 take proactive measures to implement diversity and inclusion and put forward mechanisms to celebrate diversity related achievements. Signatories include Sport England, Swim England and the LTA. ü Faith centre model – First ever national programme to deliver sport through various faith centres around the country. Success stories include working with the Lawn Tennis Association and accessing currently delivering the project via funding from the London Marathon Charitable Trust. ü Fit as a Fiddle – Pioneering partnership project that with Age UK developed to promote the value of sport and physical activity to older people through faith and community centres. Promoting ethnic diversity in sport and physical activity 9 We want our communities to We want our partners/sporting We want our staff to feel... feel... providers to feel... • valued, listened to and included • that they can consistently receive • that they can leverage support • quietly reassured that they will a dedicated, inclusive and from us to ensure racial equality have the support to maximise accessible service. and inclusion is embedded into their potential. their practices Effective SMT and Management Staff engagement with our Inclusive Commitment Responsibility community and practice our partners Promoting ethnic diversity in sport and physical activity 10 “I was 13 when I decided I was going to win an Olympic gold medal.” Nicola Adams OBE, British boxer Leadership Objectives Outcomes Measures Responsible Time Frame Progress 1 Inclusive Senior Management Team and Board CEO to track attendance CEO / HRC August 2021 Planned for Leadership Members to be aligned in the October 2021 Training definition of inclusive leadership Board Away Day 2a Appoint Board Equality, Diversity and Inclusion Champion to establish two-way communication Chair/OGM October 2021 October 2021 Level Diversity Champion to hold SMT and Board between SMT and Board Members. Chair to Board Meeting and Inclusion members accountable to ensure record actions taken Champion sufficient evidence of diversity into practice 2b Construct a Board To provide a clear commitment and Statement to be on Sporting Equals website MCM June 2021 Completed Pledge or vision to the promotion of diversity Diversity and inclusion within Sporting Equals Statement 2c Set up Board Board to work within certain The DAP to be reviewed regularly by the Board Chair/OGM/ Annual Reviewed at Accountability measures and outcomes annually D&I Champion Monitoring July 2021 Framework (July/August) Board Meeting Promoting ethnic diversity in sport and physical activity 11 Objectives Outcomes Measures Responsible Time Frame Progress 3a Diversity and Ensure proactive measures are taken in D&I to become an ongoing agenda item in CEO / ESO to Ongoing D&I is a Inclusion response to challenges and issues. Senior Management meetings to ensure support standing item Updates progress is monitored. 3b Embedding diversity and inclusion in Provide regular updates to the Board Level HRC / MCM / October 2021 internal policies and external messages Diversity and Inclusion Champion OGM and ongoing to all stakeholders 3c Publish an annual update that will set out what CEO / MCM and August Updated 2021 has been achieved and the diversity and OGM to (annually) inclusion priorities for the following year support 4a Conduct and To ensure that Sporting Equals is A quarterly review of code compliance is CEO/OGM Ongoing Reviewed at publish a review operating to best and, at the minimum presented to the Board each Board of a code for meeting requirements as set by Charity Sport Commission Update Governance In July 2021, Sport England and UK Sport announced changes to strengthen the Code. The full revised Code will be published in September, complete with guidance that will give more detail on each requirement. Promoting ethnic diversity in sport and physical activity 12 4b Update and To ensure that all staff, young people Management to communicate policy to staff CEO/OGM Ongoing Ongoing publish a and adults involved in sporting and relevant stakeholders safeguarding activities are protected from all forms Policy of abuse and harm and that there are Update clear processes and channels for them Policy communicated to all staff and reviewed to confidentially report abusive with all staff regularly - Policy currently being behaviour updated and will be presented to July 2021 Board meeting for review and approval Promoting ethnic diversity in sport and physical activity 13 Objectives Outcomes Measures Responsible Time Frame Progress 5 Develop brand o Create a more informed, SMT to undertake online review and monitor DOD/MCM Monthly Ongoing and reputation engaged and active feedback specifically in relation to how Sporting through online participation. Equals is perceived by stakeholders. The process footprint and o Increase more opportunities for can be undertaken by collecting and sharing digitally fundraising through right image, information on social media, discussion forums, engaging with voice and relatability factor. blogs, and news articles. current and o Spread awareness through social potential users media profiles and online Update and forums MCM put a focus on advocacy and campaigning stakeholders. o Increase trust. work putting a focus on expressing community o Utilise and differentiate Sporting perspectives and feelings through our work. Equals brand. Campaigns including terminology and leadership targets have created brand awareness for the public and mainstream brands which presented opportunities for engagement such as Sweaty Betty, Peloton and organic fundraising. Statements and resources produced and made accessible via Sporting Equals website – terminology resource widely shared across sectors. 6 Review of Social diversity – gender, race, age and Draft, review and circulate skill set forms to Diverse professional diversity increases establish Representation creativity, effective governance and o Current skills that members have and Chair/CEO/ Ongoing Skills matrix and skill set in accountability. This is also known as the how they can be utilised further. OGM completed for Board and Diversity of Thought where o composition of the board and Board Management organisations are able to utilise management team. (annually) individuals diverse life experiences Promoting ethnic diversity in sport and physical activity 14 including work and social experiences. o identify further skills needed and how Currently Note Boards and Management become these can be taken into consideration recruiting for greater advocates for the wider remit of when appointing new board members. new Chair diversity when they have direct o Ensure that a D&I review and evaluation beneficial experience. Representation to process are embedded in the Board and include disabled stakeholders. whole organisation ‘I want to make all the refugees proud of me. It would show that even if we had a tough journey, we can achieve something.‘ Yusra Mardini, Syrian swimmer Community Engagement Lead – Shaheen Bi, Director of Projects Objectives Outcomes Measures Responsible Time Frame Progress 1 Community As population diversity increases and in Improve accessibility of our services by DOP / RM October 2020 On-time Knowledge and line with the value of healthy sports, it is undertaking an annual stakeholder survey. The (Annually) Engagement: important and necessary for Sporting survey will help understand the needs of local Data Equals to provide support, integration communities, key insight and highlight issues Monitoring and cohesion with the community it around service provision. serves. The survey process will also consider the following: A comprehensive framework to analyse • Staff to understand the value of and use information to understand the community engagement and for Sporting local community and their changing Equals objectives to be shared through needs; engage effectively with all community engagement communities and establish community • Good representation of views engagement and satisfaction. Promoting ethnic diversity in sport and physical activity 15 • Identifying barriers and how to engage In essence, Sporting Equals will have with communities effective engagement structures in place • Insight to help support changes in service to allow for informal and formal delivery interactions with our diverse • Survey results will be evaluated and then communities. disseminated to the team to help inform work moving forward Update Stakeholder survey delivered Oct 2020; report shared with SMT & in CEO Board update 2a Raising In order to deliver our services fairly and Work in partnership with our associate members DOD/PAM/ Ongoing Ongoing awareness of equally, taking into consideration that and share trends in sports and consider the needs RM/MCM our services and there are a significant number of of new and emerging communities e.g. Active building trust disengaged communities, Sporting Lives Survey Data Equals consider building trust with all communities as an integral part of its Update service delivery. Active Lives Adult Survey 19/20 findings shared via website/ social media Dec 2020. Impact of Corona on activity Blog Jan 21; Children & Young People Blog/ Infographic developed and shared via website/Social media Feb 21. To be included in next newsletter. Promoting ethnic diversity in sport and physical activity 16 2b An ongoing engagement process to The aim to raise Sporting Equal’s profile with MCM/DOD Ongoing Ongoing continuously improve how Sporting other agencies whilst promoting information and Equals operates providing support. The process will also include sharing of good practice. Through Sporting Equals events, social media and the website. Update The latest annual Active Lives figures for November 2019/20 were reviewed and a paper produced and shared through website/social media. Our grant distribution work through the Sport England Tackling Inequalities and Comic Relief funding has enabled us to connect, support and engage communities during this difficult lockdown period. This has also enabled us to have positive communication and engagement with key partners delivering on the ground. 3 Develop a A feedback loop that enables youth Explore possibility Community Champions in our DOD and March 2021 Ongoing youth engagement, for the voice of young cities being involved in a youth panel for Sporting MCM engagement communities to feel acknowledged and Equals – to share perspectives on how to engage panel be heard. with the community Sporting Equals take action accordingly and feedback actions to the Youth Panel Update for their review Sporting Equals have put together a Youth Panel of young people (18-25) drawn from across England, to help provide opportunities and provide meaningful youth volunteering opportunity. 14 people were selected as part of the process although a few have since dropped out due to other commitments. The panel met in April where Promoting ethnic diversity in sport and physical activity 17 they were introduced and when an induction was provided to Sporting Equals and future opportunities were discussed with the panel. Sporting Equals is also working with Community Champions on the Breaking Boundaries project. ‘You have to speak from a place where all is possible. When you speak from a place where there’s limits, you’ve already set yourself up to fail’ Anthony Joshua OBE, British boxer Our People Lead – Arun Kang, Chief Executive Objectives Outcomes Measures Responsible Time Frame Progress Promoting ethnic diversity in sport and physical activity 18 1a Diversity Training • Training – areas to include A series of customised bite size training HRC / OGM/ August 2021 In progress managing unconscious bias, initiatives for all staff including managers. The CEO definition of respect and dignity in process is about creating opportunities for the workplace and inclusive practice open dialogues, to share dilemmas, (staff interaction and service acknowledge good practice and consideration delivery) of next steps on inclusivity. • Supportive workplace relationships are the strongest predictors of work morale, staff involvement and well- being. • To enhance the knowledge and skills of staff. 1b Dignity in the Workplace Training HRC Jan 2020 Completed and part of induction 1c Workplace relationships training CEO / OGM / July 2020 Completed HRC and part of induction Promoting ethnic diversity in sport and physical activity 19 2a Attraction and Diverse representation of staff /Board Review recruitment methods, for instance HRC / OGM Dec 2020 Completed Recruitment of at all levels and monitoring of cultural webpages, recruitment agencies and other staff and Board behavioural diversity sources. These resources need to include Sporting Equals to be an employee’s diversity and inclusion as one of its choice of work underpinning values 2b Ensure a diversity statement is centred in all SMT/OGM April Completed adverts 2020 2c Review job adverts for gendered, age or other HRC / OGM June 2020 Completed biased wording( http://gender- decoder.katmatfield.com/ ) does the wording deter a diverse range of candidates from applying 2d Examine recruitment data to understand the HRC / OGM to Ongoing Ongoing diverse candidate pool at each stage of the monitor selection process. Update EDI data gathered anonymously for all recruitment and analysed Promoting ethnic diversity in sport and physical activity 20 2e Training for the (diverse) recruitment panel to HRC June 2021 Completed understand the provision of reasonable adjustments, in line with legislation and an understanding of the support required to implement the reasonable adjustments during interviews. 3a Flexible Working As well as making managers aware of Review flexible working policies and review HRC Summer 2021 In progress reasonable adjustments and equal take up of flexible working, if offered. opportunities legislation, setting up a Consider any barriers at play and how these flexible approach, beyond working from can be managed home and part time arrangements, to consider disability needs, religious Update needs and child care/caring Policies reviewed and updated in 2019 but are responsibilities will enable a diverse being reviewed and updated again as part of representation of staff. digital transformation (Summer 2021) 3b Ensure policies allow for flexibility – e.g. TOIL HRC December 2020 Ongoing Update Policies reviewed and updated in 2019 but are being reviewed and updated again as part of digital transformation (Summer 2021) 3c Evaluate whether management team HRC August 2021 In progress promote a culture of flexible working and any role models that show the organisation’s commitment to flexible working. Promoting ethnic diversity in sport and physical activity 21 Update Will be reviewed as part of digital transformation (Summer 2021) including how organisation defines flexible working 4 People Pledge Develop, strengthen and maintain the • Develop a guidance/code of conduct HRC August 2021 In progress theme of ‘Our People Matter’ and the for inclusive behaviours which will importance of our Values. To ensure outline expectations of how staff employees and relevant programmes should be treated and they treat are supportive, innovative and inclusive others, including work place banter. Every employee to be educated and supported to identify when behaviours aren’t inclusive and empowered to resolve (subjective) areas of concerns • Instigating safe spaces/or moments for safe conversations Update Dignity at Work training has been delivered to all staff and is part of the induction process 5 Grown your own – Career growth and progression is an • Review existing and carry out staff HRC/OGM February 2021 Retaining, essential element for employee survey on diverse representation (and annual Developing and motivation, engagement, job across all levels, to understand monitor) Promoting Staff satisfaction and staff retention whether employees feel the organisation is inclusive and values Diverse representation and promotion individual differences, values and of equal opportunities across all staff beliefs. levels • Take proactive measures to support staff when declaring their protected characteristics Promoting ethnic diversity in sport and physical activity 22 Update Equal Opportunities Policy and Diversity Policy currently being reviewed and updated to better reflect support mechanisms to staff (July 2021) Promoting ethnic diversity in sport and physical activity 23 ‘I want to do something special, that is historic and unforgettable.’ Tirunesh Dibaba, Ethiopian athlete Our Partners Lead – Nik Trivedi, Director of Development Objective Outcomes Measures Responsible Time Frame Progress Promoting ethnic diversity in sport and physical activity 24 1 Set up Mentoring A sophisticated and collaborative • Develop a mentoring scheme for PAM/DOD July 2020 In progress Scheme with approach to the identification and women and girls from an Ethnic Partners promotion of role models from an Diversity background. Ethnic Diversity background across • Nominate role models and leaders sports. from various sporting agencies to Utilising these role models to showcase offer advice and support to those and promote the career opportunities in from an Ethnic Diversity background sport who are at the early stages of their careers. • Highlight some of the barriers faced and strategies to mitigate these barriers Update Current funding bid to comic relief (21.09.20) mentoring organisation identified Formal mentoring scheme to be developed. Unified Action has supported Ambassadors and Mentors to develop a range of skills, including their leadership, confidence and teamwork. Sporting Equals also worked with Maven Search (recruitment agency) to deliver the Youth Leaderboard Academy which formed an integral part of this project and helped support, 11 young people as part of their personal development journeys with training and one to one mentoring. Promoting ethnic diversity in sport and physical activity 25 2 Develop ‘Faith and • Facilitate appreciation of • Research based fact finding exploration DOP April 2020 This was Cultural diverse religions and cultures of different religions/cultures and completed and Awareness’ Guide requirements. Showcase good practice is given out as and pointers for consideration. Note part of consideration needs to be given that Breaking this will be an overview and it may not Boundaries apply to all individuals from different training – need backgrounds. to look at sharing this wider - to be part of the entry level charter resource package. Promoting ethnic diversity in sport and physical activity 26 3a Working in • Sporting Equals can support Review current stakeholders. Identify specific PAM/MCM Ongoing The resources collaboration, partner agencies in developing stakeholders to work in collaboration with. are complete through the Race their remit on implementation and are Equality Charter - of diversity specific in relation to provided to to deliver race. each incoming consistent message • Ensure promotional material entry level regarding diversity within Sporting Equals and charter and inclusion partners is used in an appropriate, constructive and creative manner 3b Review and confirm Charter signatories RM/DOP Ongoing supporting role in meeting the needs & interests of different groups in society 3c Provide support to our partners to review their MCM Ongoing promotional imagery, content and language used in their literature, social media and enable them to project a more diverse and accessible image of sports and thereby avoid any perceptions of cultural exclusiveness. Promoting ethnic diversity in sport and physical activity 27 ‘I was 12 when I started and 34 before I achieved my dream. That should give people hope.’ Dame Kelly Holmes, British Athlete Key Priorities for the next three years (2019-2022) 1. Continue to build partnerships with community groups and local/national stakeholders through the associate membership programme . For external agencies, encourage them to seek support from us through the Charter in relation to good practice around race equality implementation. 2. Continue to work to ensure that equality, diversity and inclusion continues to be an integral part of our mission and values to improve community engagement and experience 3. Provide DAP progress to the Board 4. Create and maintain robust monitoring arrangements to ensure we collect and analyse data relating to staff in connection with recruitment, promotion, disciplinary action and exit interviews 5. Be innovative, expansive, and especially confident in promoting race matters. ‘I don’t run away from a challenge because I am afraid. Instead, I run towards it because the only way to escape fear is to trample it beneath your feet.’ Nadia Comăneci, Romanian gymnast Promoting ethnic diversity in sport and physical activity 28
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