DIVERSITY ACTION PLAN

Transcription

1 UK Coaching DIVERSITY ACTION PLAN V 2.5 ( ) At the Board meeting on 30 November 2017, the Board approved the Diversity Action Plan. The Plan lists a number of short-, medium- and long-term targets around how we will embed good diversity and inclusion practice into our recruitment activities and decision making processes through: recruitment (how we will attract an increasingly diverse range of candidates); engagement (ensuring that our commitment to diversity is communicated through internal practices and externally); and progressing talent from within (a focus on developing a strong internal pipeline of diverse talent to populate decision making and other structures). The Plan also includes our wider, out-facing equality priorities and actions.

2 Table of Contents Section 1 Section 2 Section 3 Section 4 Section 5 Section 6 About UK Coaching Message from our Chair Status against the Code for Sports Governance Recruitment objectives Engagement objectives Progressing Talent objectives Section 7 Our wider, out-facing equality focus for Section 8 Key questions Page 1 of 16

3 ABOUT US Great coaching encourages people to be more active, more often. Great coaching improves a person s experience of sport and physical activity by providing specialised support and guidance aligned to their individual needs and aspirations. We know there are much wider benefits involved other than simply taking part, including physical and mental well-being, and economic, individual and social development. At UK Coaching, we are here to support people to deliver great coaching and the organisations who recruit, support and deploy coaches. Through our commitment to people, passion and progress, we re taking the lead in coaching excellence. UK Coaching currently has a staffing complement of circa 40 and a turnover of circa 3 million. We have two commercial subsidiaries, Coachwise & REPs, who employ circa 70 people with turnovers of circa 5m and 1.3m respectively. We work with UK Sport and the Home Country Sports Councils, National Governing Bodies (NGBs), County Sports Partnerships (CSPs), and a host of sporting and physical activity partners and agencies to drive great coaching. OUR MISSION To put coaching at the heart of physical activity and sport OUR VISION An active nation inspired through excellent coaching. OUR VALUES Page 2 of 16

4 Message from Our Chair Members of the Board at UK Coaching and staff at all levels of our organisation are fully committed to ensuring that we are a leader in placing equality and diversity at the heart of everything we do. In February 2017, our organisation was formally recognised in this area and was awarded the Intermediate Level of UK Sport s Equality Standard: A Framework for Sport. We are fully committed to achieving greater diversity on our Board. We also strive for gender parity; across the organisation 50% of our members of staff and 50% of our Board are female. All staff are responsible for driving our equality work. In addition, UK Coaching has an Equality Champion on our Board (internal facing), and a Head of Participation and Head of Operations (internal & external facing). We work closely with equality lead organisations (Activity Alliance (AA) formerly English Federation of Disability Sport, Scottish Disability Sport (SDS), Disability Sport Northern Ireland (DSNI), Disability Sport Wales (DSW), Women s Sport & Fitness Foundation (WSFF), Sporting Equals, Pride Sports), to develop and deliver consistent approaches throughout the industry. Our technical work involves the development of guidance, tools and fact sheets so that the coach is better aware and can support the person in front of them. UK Coaching are founding member of the LADS (Learning and Disability Sport) group, consisting of partner members AA, DSW, SDS and DSNI. This group was created to share good practice and develop consistent messages around the UK for partner organisations looking to develop more coaches to coach inclusively and more disabled people as coaches. This group recently reviewed a group position statement on inclusive coaching which was published by all partners on 1 April Over the years, we have undertaken a number of research projects looking at the experiences of coaching from disabled athletes of all levels (2013), and understanding the motivations and barriers facing women accessing coaching qualifications (2013). We commissioned a research project in 2015 looking at people from BME backgrounds in coaching and what their barriers to entry/development are. For general coach CPD, UK Coaching have an offering of four equality focussed workshops: How to Coach Disabled People in Sport, Inclusive Coaching: Disability, Equity in Your Coaching and Effective Communication: Coaching Deaf People in Sport. Each workshop is regularly reviewed and updated using a working group of expert practitioners in the area. Each workshop is accompanied by a resource (a reference book to support learning following the workshop). In September 2018, we will be launching the new Coaching the Person in front of You workshop. Strategic leadership for equality and diversity sits with our senior management team, which feeds up to our Board and down to teams and staff. Equality and Diversity is a regular agenda item, especially at the quarterly management meetings when the Diversity Action Plan is discussed. Each Department Head is responsible for ensuring that the Diversity Action Plan (and formerly the Equality Action Plan) objectives are met and that the Equality policy is understood. The Diversity Action Plan is a standing agenda item at each Board meeting. We have achieved a number of short term goals in , including broadening the ethnicity diversity on the Board; updating the Equality section of our website; and enhancing our communication and messaging. UK Coaching is committed to being an organisation which is more representative of society, with a more enriched and diverse workforce. Page 3 of 16

5 Code for Sports Governance Criteria: Adopt a target of, and take all appropriate actions to encourage, a minimum of 30% of each gender on its board Demonstrate a strong and public commitment to progressing towards gender parity and greater diversity generally on its board Demonstrate a strong and public commitment to progressing towards achieving greater diversity generally (including but not limited to BAME, disability, LGB&T and socio-economic) Each organisation shall identify proportionate and appropriate actions to be taken to support and/or maintain (as appropriate) the diversity targets set out in Req 2.1 The board shall ensure that the organisation prepared and publish on its website information (approved by the Board) about its work to foster all aspects of diversity with its leadership and decision making The board shall ensure the organisation prepared and publishes on its website information (approved by the Board) including an annual update on progress against actions identified in Req 2.2 Status Currently achieved Currently achieved Currently achieved On-going On-going (through Annual review) On-going (through Annual review) Page 4 of 16

6 Recruitment How we will attract an increasingly diverse range of candidates Objective: Embed good diversity and inclusion practice into our recruitment activities and decision making processes Overview: All Board positions and job advertisements are widely advertised, including targeting groups of the community which are under-represented. For staff recruitment, we put all vacancies on a number of equality sites, including SkilledPeople, Even Break, Pink-Jobs, Mum and Working, Sporting Equals, Proud Employers, etc. (even those which incur an advertising cost). All advertisements promote the fact that UK Coaching is an equal opportunities employer. We advise potential staff that we are: a Disability Confident employer Level 2 status, members of Inclusive Employer and a Mindful Employer. The automatic explicit essential / desirable requirements of a degree or equivalent has been removed from some job descriptions, so as not to exclude some potential candidates. Through this Diversity Action Plan and our wider equality work, UK Coaching has a desire to further raise its profile to be an employer of choice for diversity and inclusion Priorities Actions Person(s) Responsible Completion Date / Status Update Short Term: Broaden the ethnicity diversity on the Board There is a positive gender balance on the Board. Within the current round of NED recruitment (Sept 17), we were clear in our Tender Brief of the desire to reach as diverse a long list as possible. Chair and NomCo Following the recent NED recruitment (Sept 17), 50% of the Board are now female and 25% of the Board are now BAME Short Term: As part of the wider recruitment process, a specialist agency was also commissioned to secure five candidates who met the skills requirements of the role and who were also from a BAME background. At the June 17 Board meeting, the Board approved Lizzie Broadbent as the Board Equality Champion. Equality Champion Ongoing Take action to increase diversity of board members and staff, identifying and implementing proportionate and appropriate actions to be taken to support and/or maintain diversity Equality will be a standing agenda item on Board meetings, for which the Equality Champion will provide full updates Equality is a standing agenda item on Board meetings Page 5 of 16

7 Medium Term: Enhance communication stronger website information re diversity and leadership / decision making Annual update on progress against Req 2.2 included on Website We have reviewed the UK Coaching website, which includes a new governance section. By explicitly showing our equality commitment, viewers should be encouraged by our approach, values and behaviours. This may then interest and encourage potential board members from a diverse background to find out more about UK Coaching. The Board approved the inclusion of our Diversity Action Plan on our website, so annual updates can be transparently viewed Head of Communications Head of Communications Ongoing Governance & Equality parts of website have been updated and are live Annually Medium Term: Increase the diversity of board members and staff, identifying and implementing proportionate and appropriate actions to be taken to support diversity Long Term: Demonstrate our ongoing commitment to Diversity, Equality and Inclusion To support our desire to further raise our profile to be an employer of choice for diversity and inclusion, we will investigate other additional accreditations, like Stonewall Diversity Champion, to be pursued UK Coaching has successfully attained Foundation- and Preliminary-Level Equality Standards. To support our desire to further raise our profile to be an employer of choice for diversity and inclusion, we will investigate the requirements for the Advanced Level Equality Standard for Sport. Head of Operations Head of Operations and Senior Management Team DAP has been uploaded onto website following 30Nov 17 Board meeting and is regularly reviewed and updated March 2019 Spoken to Sport England Senior Equality & Diversity Manager who is speaking to Stonewall Director of Sport about Stonewall s support to sport organisations. Currently not progressing with Stonewall Diversity Championship membership March 2020 Accreditation is not for life and it is regarded as best practice to progress or resubmit within a three-year period, as it ensures all evidence is up-to-date. Page 6 of 16

8 Engagement Ensuring that our commitment to diversity is communicated internally and externally Objective: Embed good diversity and inclusion practice into our communication strategy Overview: Strategic leadership for equality and diversity sits with UK Coaching Senior Management Team (SMT) feeding up to UK Coaching Board and down to teams and staff. Equality and Diversity is a standing agenda item at each quarterly management meetings. Each Department Head is responsible for ensuring that the equality and diversity action plan objectives are met and the policy is understood. The Head of Operations drives forward the agenda and coordinates with other staff. Depending on the decision needed, this could be something discussed and agreed within team meetings, at cross team or company day events. WebEx slots are available to update staff on any new developments. Staff may feed information to line managers, line mangers to SMT, SMT to Board for update/decision. Priorities Actions Person(s) Responsible Completion Date / Status Update Short Term: Enhance our communication and messaging to encourage greater diversity at board level through access and visibility of opportunities Promote achievement of the Intermediate Equality Standard. Demonstrate a strong and public commitment to progressing towards a more diverse UK Coaching Board Prepare and publish on the UK Coaching website information (approved by the Board) about work to foster all aspects of diversity within leadership and decision making, including an annual update on actions taken to increase board and staff diversity. Establish Equality and Diversity section on the UK Coaching website and publish o Statement of intent about commitment to o equality and diversity goals Policies and procedures relating to equality and diversity Review UK Coaching website and intranet to ensure all content is accessible and inclusive Ensure all UK Coaching communications use inclusive imagery and language and increase library of equality/inclusion themed images. Head of Communications Board Head of Communications Head of Communications Head of Communications Head of Communications Done Ongoing Done Done Ongoing Ongoing Page 7 of 16

9 Medium Term: Enhance our communication and messaging to promote greater diversity through role models Identify and promote positive role models in coaching from under-represented groups Senior Management Team & all staff UK Coaching is recruiting several high profile and community based coaching ambassadors from a diverse range of backgrounds. These ambassadors will communicate key messages on coaching and the wider benefits it has on society on physical and mental wellbeing, individual, social and economic development. At the Feb 18 Board meeting, NEDs identified a number of areas they wished to be involved further, including Diversity and Political Influencing re wider agendas Establish options for content development and message delivery Technical Coaching staff The new Inclusive Activity Programme (IAP) will include accessible resources for disabled people UK Coaching have formed a new internal Diversity and Inclusion Group to collate organisational plans within the Diversity and Inclusion arena. First meeting is 25 Sept 18 Page 8 of 16

10 Progressing talent from Within A focus on developing a strong internal pipeline of diverse talent to populate decision making and other structures. Objective: Embed good diversity and inclusion practice into our staff Learning & Development programme Overview: UK Coaching has supported the development of its staff through individual and collective learning and development opportunities. We are committed to staff development that: supports staff to develop skills and knowledge required to carry out their current roles effectively and efficiently helps retain and motivate staff by providing opportunities to develop supports staff to develop skills for future career aspirations supports the organisation in succession planning offers the opportunity for staff to lead or be part of a Community of Practice to develop their own working knowledge and practice. Examples of Communities of Practice themes include Diversity, Leadership, Coach Relationships, Pedagogy. We follow the framework for learning. Development needs are discussed at bi-annual staff performance reviews. Some learning and development opportunities are collectively required for individuals undertaking a particular role (e.g. Leadership for the Management Team; Successful Client Management for the front-line staff, etc.). Other learning needs are more individual in nature. Our people are crucial to the success of the business. In December 2017, we launched the first annual Coachwise / UK Coaching Staff Award for Excellence. The idea behind the awards is to: recognise staff that perform at an outstanding level and aim to stand head & shoulders above the rest reward those individuals and teams who work tirelessly to achieve the organisation s goals and vision encourage and motivate staff to raise the bar in terms of the services we provide both internally and externally The Staff Awards recognise performances that year based on a number of pre-determined categories Vacancies that arise are always advertised internally and externally. If internal applicants match the person specification, they are invited to interview. Priorities Actions Person(s) Responsible Completion Date / Status Update Short Term: Promote and provide equality and diversity training to all staff including Board Members Following the Board 1:1s, develop a Board Diversity & Inclusion training plan Board Equality Champion March 2018 Discussion at Board ( & ). Three elements (and subsequent actions) to Page 9 of 16

11 Provide ongoing support to staff to ensure they have relevant knowledge within the area of equality and diversity in order to carry out their roles Update UK Coaching staff with progress on organisational equality and diversity projects Senior Management Team Head of Operations the Board Diversity and Inclusion Training Plan: Developing own selfawareness of our biases and the implications of these. Continue to get the most out of the diversity of experience and perspectives there is on the Board Understand the perspectives of people with whom we would not normally hang out with socially Ongoing - Within the Line Manager training in Oct'17, there was an Unconscious Bias part of the training. Managers completed a pre-activity (Implicit Association Test) which helped to highlight Managers' attitudes toward or beliefs about key topics, thus providing some general information about themselves. Ongoing The findings from the opening meeting of the internal Diversity & Inclusion group ( ) will be shared widely across the organisation Page 10 of 16

12 Medium Term: Promote and provide equality and diversity training to all Board Members Long Term: Commission an external agency to run a series of Board Diversity & Inclusion learning and development sessions Identify appropriate individuals for succession planning onto the board Equality Champion March 2019 Chair Discussion at Board ( & ). Training Plan Actions: Complete one Implicit Awareness Test; Include a 30 minute 1:1 meeting with a member of the UK Coaching team on any visit to HQ to understand their experience of working for the organisation and their perspective on what it feels like to be included; Use the customer engagement plan to engage with a group whose everyday experience is different from our own. Ongoing Mentoring opportunities to identify future board talent Develop and run a leadership programme for Senior Management Team and high-flying staff CEO March 2020 There are some examples of staff being supported (proportionally) to sit on Boards Page 11 of 16

13 Our wider, out-facing equality focus ( ): Priorities Actions Person(s) Responsible Status Update Support partners to recruit, develop and retain a diverse coaching workforce Raise awareness of the organisation with existing and new partners. Deliver our technical partner offer with defined approach for support to identified partners Support an improvement in quality workforce provision across key partner projects / interventions, including the recognition and understanding of the importance of diversity Ensure all UK Coaching communications use inclusive imagery and language and increase library of equality/inclusion themed images. Head of Relationship Management In July 18, our Research Manager produced a review on workforce diversity, summarising where the coaching sector is in relation to diversity of the workforce. Within the document, the current landscape is outlined; drawing on insight for different groups and the barriers for achieving a diverse workforce. The benefits of having a diverse workforce are highlighted along with potential strategies for increasing diversity. Ongoing, as part of our work with partners. The Workforce Principles (Understanding participants; Getting the right people; Mobilising people; Looking after people; Developing people; Using your learning) ensures that the diversity of the workforce is a key consideration in all workforce planning All UK Coaching imagery uses images reflective of society. New UK Coaching website (launched in May'18) is AA standard for accessibility Ensure that people of all abilities, backgrounds and motivations are able to come into coaching through simple, customer-focussed journeys Support organisations to understand and challenge the existing culture within coaching to enable them to plan for a more diverse and effective workforce Director of Coaching Yougov completed a National Population Survey for UK Coaching in 2017, for which impact studies are underway. Findings will be shared and discussed within the Partner Event Programme, providing partner Coaching Champions with key messages Page 12 of 16

14 Develop and produce Coaching the Person in front of You related assets Coaching the Person in front of You workshop will include signposting to further content on specific population groups Extend Safeguarding offer to include adults at risk, Disabled sports people and Talent so that coaches can access information on broader issues of safeguarding in a variety of formats New Talent & Elite Safeguarding steering group established, meeting three times a year In collaboration with Activity Alliance, support the delivery of the Inclusive Activity Programme (IAP) IAP programme due to run from July 2018 for three years providing 8500 learners with insight into practical ways to modify physical activities for disabled people Embed principles of inclusive coaching into Professional Standards, qualifications and L&D material created by UK Coaching Drive leadership in Coaching for health benefits through relationships with emerging partners (Mind, Age UK, ISPAH etc.) Professional Standards Coach Learning & Development Director of Coaching Engaging the Inactive group, which includes Mind, Age UK, Richmond Charities and Street Games, meets four times a year to discuss extension of coaching workforce to better represent the population. UK Coaching will be presenting at the International Society for Physical Activity and Health (ISPAH) Congress in October 2018 With our technical and sector support, in June 2018, our partner, CIMSPA, launched the first three professional standards related to Coaching in England, all of which have specific references to welfare and well-being of participants (inclusive) within. We will continue to support CIMSPA to lead the consultation with the coaching sector for a range of population and environment specific standards to go live throughout the year. This will help to ensure the participants needs are put at the heart of the coach learning and development system. UK partners are keen to follow a similar inclusive process with participant Page 13 of 16

15 need at the heart; again, UK Coaching will support this process. The sector is supportive of the Duty of Care recommendations, for which the Workforce ones are on track. UK Coaching has taken this further to co-ordinate a call to action for coaches to also be recognised, along with athletes, as a population in need of support re welfare/well-being striving for equitable practice. Our learning standards ensure inclusivity of learning for different groups. Positive feedback received from partners on recent elearning modules: British Blind Sport (How to coach people with visual impairments) and CPSU (Safeguarding Deaf and Disabled sports people). The Inclusive Activity Programme (IAP) will support learners with insight into practical ways to modify physical activities for disabled people Provide targeted solutions to support: Deliver national "Female Coach Connectivity" events Head of Talent & Performance Workshops planned for 23, 30 Sept and 7, 14 Oct 2018 Increase in participation by under-represented groups Coaches of under-represented groups Coaches from underrepresented groups Deliver " Diversity into High Performance" programme and support, linking in with Lloyds Banking for additional support from an external partner. Developing insight for a new Connectivity session for a diverse group of coaches from BAME and disability backgrounds Workshops planned for 21, 22 Oct 18, 11 Dec 18 and 6 Feb 19 Supported the FA Careers in Coaching Open Day (30Apr 18), guiding BAME and female football coaches on the next steps of their coaching journey Page 14 of 16

16 Ensure that learning from research and insight regarding diversity is acted upon and shapes policy, delivery and practice. Ensure, where data is collected, that it is disaggregated by social-demographic characteristics. Provide recommendations and action plans for specific groups, rather than for population data as a whole. Liaise with policy and operational leads to ensure those recommendations are acted upon. Head of Insight & Learning Introduction of GDPR makes it more difficult to collect socio-demographic variables with personal data, but where possible, and where the data is anonymous, this data is being collected on a routine basis. In our external contracts (for example on the population surveys, the national learning survey and the parent survey), anonymous data on all of the nine protected characteristics is being collected. Where possible (where there are sufficient numbers of responses) the data is being disaggregated and analysed by specific groups. Page 15 of 16

17 Key Questions How does this feed into our broader governance plan? This Diversity Action Plan is part of our commitment to the Governance Code. It focusses on Requirements 2.1, 2.2 and 2.3 of the Code and is part of our wider Governance Action Plan. Who are the key people responsible for the delivery of this plan? The Board are ultimately responsible for the delivery of this plan, led by the Board Equality Champion. The DAP is a standing Board agenda item. The Head of Operations oversees the Plan, with members of the Senior Management Team driving certain elements. How will we measure overall success? Progression towards our short-term and medium-term goals will be key in assessing the overall success of this Plan. Improvement on the quality of discussions around the Board table from a wider, diverse group. Attracting (and retaining) a diverse range of candidates and applicants to UK Coaching posts Board will monitor progress against the actions within the DAP, especially around the annual review date, ensuring the plan is updated appropriately for the following year. How does your Diversity Action Plan (DAP) cross-reference other parts of the code or other relevant equality or diversity monitoring standards/framework? People are a key part of the Governance code. The Code encourages organisations to recruit, engage and develop people with appropriate diversity, independence, skills, experience and knowledge in order to better further the organisation s goals. Until April 2018, UK Coaching had an annual Equality Action Plan, which was reviewed quarterly by the Senior Management Team. From April 18 onwards, all work with a diversity / inclusion / equality element is implicit within the Operational Plan, referenced by * We also have an organisational Equality Policy, which is reviewed annually, shared with all staff and posted on the website. The Board last reviewed this in February Ian Wilson, Head of Operations, Page 16 of 16