EQUALITY AND DIVERSITY PLAN

Transcription

1 THE RUGBY FOOTBALL LEAGUE EQUALITY AND DIVERSITY PLAN

2 THE RUGBY FOOTBALL LEAGUE The attached plan (Appendix A) details the Rugby Football Leagues approach to Equality and Diversity for The plan is divided up across current departments with each member of the Rugby Football Leagues Executive Team taking a lead for their departments objectives. The overall plan is sponsored by the Chief Executive and approved by the Board. The plan aims to build on the Equality and Diversity objectives set in previous years as the RFL attempts to maintain its proud record of achievement in this area. The Desired Outcomes within the plan are set out with accompanying actions to ensure these targets can be measured to ensure completion. In addition to this, the plan is also geared up to meet the Tier 3 objectives set out by Sport England and the UK Sports Council in the Sports Governance code. These objectives also form part of the Desired Outcomes in the plan and are linked to actions. Where appropriate, the actions that are directly related to the Tier 3 objectives are coloured red to demonstrate this link. In accordance with the Sports Governance code, the Equality and Diversity plan will be published on the Rugby Football Leagues website and kept under review. The RFL currently holds the Intermediate Standard for Equality as awarded by the UK Sports Councils. As part of the plan, this standard will be internally measured to ensure we are still meeting these targets before progressing towards the Advanced Standard level. While each department has established its own objectives the plan also includes some key aims. The reason of this is to identify linking themes between the objectives and prioritise these as being key to the success of the plan. The plan is both outward and inward facing. Internally we will continue to ensure diversity is part of our systems and processes by having both departmental and organisational ownership. The RFL has identified an Equality and Diversity Lead to manage and promote this agenda. In addition to this, Equality and Diversity will become a standing item at the RFL s Leadership forum. The structure to support this plan is attached as Appendix B. The RFL has developed its own revised values over the last 18 months and has worked hard to embed these across the organisation. These values- UNITED, PROFESSIONAL, RESPECT and EXCELLENCE- have been embraced by the staff and used as a cornerstone for many of our people objectives. Diversity forms a part of these values which will be used to further strengthen commitment to this work. Externally, the RFL will continue to build on the work that it has done through recent campaigns including Respect and Tackle it! The RFL has a genuine commitment to the wider inclusion agenda and the Equality and Diversity Strategy will support all aspects of the business to achieve those aims whilst also maximising opportunities and capacity by ensuring that projects and initiatives are refl ective of the local demographics and that we consider the diverse needs of newly emerging groups and communities

3 KEY AIMS The key objectives of the plan are: 1. To self-evaluate our current position of intermediate standard holders under the UK Sports Council Equality Standards. 2. To further promote Equality and Diversity within the Rugby Football League ensuring that responsibility for this is at both Board and Executive level. 3. To establish Equality and Diversity training needs and a range of interventions established to enable staff and relevant parties to get the support they need. The plan set is for 3 years but will be reviewed on an ongoing basis to ensure it remains relevant and that the RFL is delivering against agreed objectives.

4 APPENDIX A Appendix A- Equality and Diversity Plan Desired Outcome How this will be completed/implemented-actions Department In accordance with Tier 3 Mandatory requirements, section 2 (2.1 to 2.3) of the Sports Governance Code, the Rugby Football League will: 2.1 (A) adopt a target of, and take all appropriate actions to encourage, a minimum 30% of each gender on its Board; and 2.1 (B) demonstrate a strong and public commitment to progressing towards achieving gender parity and greater diversity generally on its Board, including, but not limited to, Black, Asian, minority ethnic (BAME) diversity, and disability. 2.2 Identify proportionate and appropriate actions to be taken to support and/or maintain (as appropriate) the diversity targets set out in Requirement Ensure that information approved by the Board is published on our website about our work to foster all aspects of diversity within our leadership and decision making, including an annual update in progress against the actions in 2.2 Board has nominated lead person for Equality and Diversity. Board has endorsed the Equality and Diversity Strategy and Plan. Board monitors progress against Action Plan (standing item on Board agenda) and takes positive action to ensure successful implementation. Board monitors the diversity of the Board. All Board members have completed [appropriate RFL equality and diversity training. Board to ensure that Nominations Committee take positive action to seek to meet Sports Governance Code. Nominations Committee to ensure that in considering appointments the requirements of the Sports Governance Code are fully complied with including considering candidates from a wide range of backgrounds from both inside and outside the sport. Before considering any appointment, the Nominations Committee will evaluate the balance of skills, knowledge experience and diversity on the Board. Prior to advertising relevant roles, the Nominations committee will agree areas of under representation on the Board and seek out media opportunities, recruitment routes, development pathways as ways of addressing this. Nominations committee to work with in house advisory committee to support work around under representation. RFL to work with NGB s and other best in class organisations to enhance planning and formulate solutions regarding advertising and recruiting to relevant roles. Leads in maintaining RFL s reputation as being a leading governing body of sport for E&D. Ensures that the positive culture change from the investment in E&D continues to fl ourish and develop. Ensures E&D initiatives are delivered. Holds departments to account in ensuring that E&D is fully embedded within their plans. Links E&D to Board. The Board

5 APPENDIX A In addition, the Board will: Provide the strategic lead for the organisation and wider sport. To take the lead on key projects and initiatives that will benefi t the wider sport with a particular focus on developing a range of educational resources and training. The Board fully understand the benefi ts of being an equitable governing body of sport and drives the implementation of the Equality and Diversity Plan. To this extent, the Board provide the strategic lead for ensuring Equality and Diversity remains a core aim of the organisation The People Department will ensure that all policies and procedures are fair and free from bias and will actively contribute to creating a positive working environment that is based on respect. Finance and in house services will provide an equitable service that recognises the needs of diverse members of s t a ff. Supports all departments to progress towards the Advanced Level of the Equality Standard for Sport. Supports, develops and enhances partnerships that enables the organisation to achieve its equality objectives and outcomes. Represents the RFL at appropriate E&D forums (including at SRA). Shares best practice from external agencies and other sports across the organisation and game. Takes the lead role in developing and managing key activities and initiatives. Collates and presents a bi annual report to the Board of progress against each of the departmental objectives. Supports departments in delivering the Plan. Develops a pro forma for Equality Impact Assessment of key policies. Develop a range of training offers including online, workshops and presentation style training in response to identifi ed needs across the RFL and wider game. In order to deliver a wider range of training opportunities identify and train players, and other individuals as tutors and provide on-going support and training for tutors as well as ensure quality and standard of delivery. All HR policies and procedures are EIA to ensure they are fair and equitable. Recruitment process is EIA. Monitoring across all the equality strands at all stages of the recruitment process, promotion and exit and the information gathered is presented to the Board on an annual basis. Staff audit to understand staff perceptions and experiences of the RFL as required compile report and present to Board. Annual staff monitoring to collect staff data. Compile report and present to Board. All staff have E&D training and E&D forms part of induction process. Positive action taken to seek to ensure that those with protected characteristics are invited to be part of the RFL s Leadership Programme. Disability access audits carried out for all offices and reasonable adjustments made. All polices are EIA to ensure they are fair and free from discrimination. Procurement policy and equality questionnaire implemented in relation to contracts for services or resources above the specifi ed amount. Executive Board People Department Finance and Facilities

6 APPENDIX A Promote examples of diverse and equitable projects and initiatives throughout the organisation, wider sporting world and via specialist diversity press and media. Protected characteristics of players, ticket purchasers are measured and reported on. Protected characteristics of players, coaches, volunteers and officials involved in the whole game are measured and reported on. Format and means of carrying out all research and surveys are EIA. Increased insight appropriate research in relation to the perceptions and experiences of Rugby League among individuals with protected characteristics is carried out leading to recommendations for clubs and staff. Equitable programmes and initiatives are promoted through the range of media opportunities. Website is updated regularly with Equality and Diversity stories and features. Website and promotional materials produced feature appropriate terminology and behaviour and where appropriate refl ect the wider diversity of the sport and community. Centrally organised match day programmes include equality and diversity features. Website includes summary of RFL compliance with Sports Governance Code and steps being taken by the RFL to meet the E&D targets. RESPECT and Tackle IT! are promoted across the game. Insight and Data Communications Marketing will consider E&D in relation to all marketing campaigns. All RFL organised events are inclusive and welcoming and cater for the needs of diverse communities. Monitoring questions are included as part of any research, consultation or insight across the game. Marketing plans and campaigns refl ect the needs and interests of diverse communities. Promotion and development of targeted themed rounds across all levels of the game i.e. women in league round. Entertainments at central games refl ect the interests and experiences of diverse communities and are appropriate to a family game. Match day operational plans consider the needs of diverse customers and identify means of meeting those needs i.e. provide a prayer/ quiet room and a range of catering options. All Equality based match day services and facilities that we offer are promoted on website / information sent out to public / on match day. RESPECT and Tackle IT are promoted at match days including public and hospitality areas. Marketing Events, ticketing and hospitality Coach education and the coaching and playing experience will be welcoming and inclusive and contribute to retention of players and coaches. All player development programmes (including recruitment for the same) are EIA. Results of audit of diversity considered and positive action taken where appropriate. Coach education courses and /or website have Equality and Diversity content and input i.e. Tackle IT! and RESPECT. Performance

7 APPENDIX A Create a positive and inclusive environment which will increase retention of players. Provide fi rst class support for all participants and clubs with rules and procedures which promote an inclusive and respectful game. Ensure that the RFL is compliant with equality and human rights legislation. Create a welcoming and inclusive playing environment that promotes fair play and has a zero-tolerance approach to discrimination or abuse. Training and learning programmes will refl ect the RFL commitment to equality and diversity. Range of resources utilised to ensure that the needs of young male players from diverse backgrounds are met. Continue to support the development of Wheelchair, women s Rugby League, masters and Touch Rugby League. Ensure the schools and university programmes and competitions consider needs of diverse communities and are inclusive and welcoming. Equality and Diversity including Tackle IT! and RESPECT promoted throughout the community. Awareness raising and educational resources. Community Game conference to include regular updates and features on inclusive practices and policies. Establish an advisory panel to support the RFL on diversity initially through participation and progressing to wider agenda s. Ensure Community Game Board receive training. Equality and Diversity including Tackle IT! and RESPECT promoted throughout the game. Awareness raising and educational resources. Review the Respect and Tackle IT Codes of Conduct on a regular(min 3 years basis) All members of the Operational Rules Tribunal to have received regular training on E&D and the RFL s Zero Tolerance Approach. Positive action taken in relation to the recruitment of Operational Rule Tribunal and RFL Appeal Tribunal members. Ensure Community Game Board receive training. An annual report provided on the numbers and types of cases that involving non -compliance with Tackle IT! or RESPECT code of conduct. Facility Standards to incorporate relevant E and D legislation including the Equality Act Ground Safety Officers to have received regular training on E and D and the RFL s zero tolerance approach. Best practice in relation to protected characteristics circulated to clubs and leagues. An annual report provided on the numbers and types of cases that involve non -compliance with Tackle IT! or RESPECT code of conduct. Range of education and training options are recommended and required for clubs and individuals found guilty of discrimination or abuse. All match commissioners to have received regular training on E&D and the RFL s Zero Tolerance Approach. All strategies and campaigns to increase the number of match officials are EIA and positive action considered. Match officials continue to uphold the RESPECT code of conduct and Tackle IT! Equality and diversity forms part of Match Officials training and is featured on the RFL website. All products and learning opportunities EIA to ensure they are equitable. Positive action taken to build a diverse pool of tutors and delivery partners. Annual report of monitoring data in relation to training uptake across protected characteristics. Development Operations Legal and Compliance M a t c h O ffi c i a l s Performance and Development (Coaching)

8 APPENDIX A Ensure that all children and young people are able to participate in Rugby League in a safe & enjoyable environment Player welfare policy and delivery refl ects the RFL commitment to equality & diversity Safeguarding team work proactively to ensure the safeguarding of groups with additional vulnerability Newsletters and conferences contain relevant information to educate and support those working at club level Safeguarding cases are logged in a way which allows measurement of cases involved protected characteristics & information included in annual report PWM training and resources include statements, content etc on equality & diversity and protected characteristics Player workshops and personal development plans include relevant education/content Safeguarding Welfare

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10 APPENDIX B EQUALITY AND DIVERSITY STRUCTURE 2017/2020 RESPONSIBILITIES NIGEL WOOD RFL CHIEF EXECUTIVE E&D BOARD REPRESENTATIVE/CHAMPION Lead in maintaining RFL s reputations as being a leading governing body of sport for E&D; Ensure that the positive culture change from the investment in E&D continues to fl ourish and develop; Ensure E&D initiatives are delivered; Hold departments to account in ensuring that E&D is fully embedded within their plans; Link to Board EXTERNAL CONSULTANT RESPONSIBILITIES Training of Equality and Diversity Department Leads; Expert advice including Equality Impact Assessment of all policies RESPONSIBILITIES DAVID CONNOR HEAD OF PEOPLE E&D OPERATIONAL LEAD Support all departments to progress towards the advanced level of the Equality Standard for Sport; Support, develop and enhance partnerships that enables the organisations to achieve its equality objectives and outcomes; Represent the RFL at appropriate E&D forums; Take the lead role in developing and managing key activates and initiatives; Collate and present a bi annual report to the board of progress against each of the departmental objectives; Support departments in delivering Strategy TECHNOLOGY PERFORMANCE LEADERSHIP GROUP COMMERCIAL DEVELOPMENT COMMUNICATIONS FINANCE & FACILITATES RESPONSIBILITIES Ensure that E&D is embedded within their department; SYSTEMS WELFARE/ SAFEGUARDING Ensure that department E&D objectives are delivered; OPERATIONS & LEGAL RUGBY LEAGUE CARES Attendance at Equality and Diversity Group. MATCH OFFICIALS PROJECTS PEOPLE