UK Coaching: Equality and Diversity Action Plan

Transcription

1 UK Coaching: Equality and Diversity Action Plan Our Strategic Positioning Statement: UK Coaching is the lead agency for coaching in the UK. Our Vision: to help create an active nation inspired through great coaching. Our Mission: To put coaching at the heart of physical activity and sport. Our Purpose: To help transform lives through coaching. Our guiding principles: The participant is always at the heart of what we do. We live coaching. We love coaching. We are coaching! Strategic Objectives To achieve our mission, we will: Raise the profile of coaching Support partners to recruit, develop and retain a diverse coaching workforce Create and maintain UK coaching policy, recognised standards and accessible coaching pathways Develop services and products to support coaches to meet participant needs Drive research, develop insight and share best practice Create and support a coaching community for coaches Run an effective and efficient organisation Ensure technology enables coaches and coaching

2 SO1 Raise the profile of Coaching Work stream Action Owner Q1 RA Q2 RA Q3 RA Evidence 1.1 Equality Standard for Sport 1.2 Communications 1 Promote achievement of the Intermediate Equality Standard. 1 Demonstrate a strong and public commitment to progressing towards a more diverse UK Coaching Board Comms Story published on website. CEO, Comms Our Commitment to Equality and Wellbeing statement includes Board diversity information. Colin Rattigan and Wayne Allison join Board of UK Coaching 2 Prepare and publish on the UK Coaching website CEO, information (approved by the Board) about work to foster all Comms aspects of diversity within leadership and decision making, including an annual update on actions taken to increase board and staff diversity. Our Commitment to Quality and Wellbeing statement Diversity Action Plan is live on the website UK Coaching complies with Code for Sports overnance 3 Establish Equality and Diversity section on the UK Coaching website and publish 5 Review UK Coaching website and intranet to ensure all content is accessible and inclusive 6 Advocate and promote good practice within equality and diversity from partners via UK Coaching communications 7 Ensure all UK Coaching communications use inclusive imagery and language and increase library of equality/inclusion themed images. 1.3 Campaigns 1 Support relevant external equality and diversity campaigns Comms Inclusive coaching section on website. Statement of intent about commitment to equality and Statement of intent. Policies and procedures relating to equality and UK Coaching Equality Policy. 4 Ensure communication plan identifies a range of Comms Thematic approach to Communications. June focused on Inspirational alternative images, formats and media outlets for Females, July on Disability. All news issued to appropriate titles per story. communication through monthly review. All use of images reviewed as materials created. Comms A A A All new communications reviewed for inclusivity. Current website build means it is not possible to add accessibility features automatically. Old information not reviewed. Comms Equality and diversity information promoted in channels as shared by Diversity lead. Comms All UK Coaching imagery uses images reflective of society. Most recent example is our strategy document. Comms Women in sport week most recent campaign supported. Launch of new video to promote women in coaching during this period. Disability Awareness day promoted on 16 July across communications channels. Comms schedule highlights upcoming external campaigns to promote equality messaging. 1.4 Events calendar 1 Ensure UK Coaching is seen to be supporting key dates in cultural and sporting diaries (e.g.: Ramadan, Passover, Easter International Women s Day, International Day for people with disabilities) Women in Sport Week promoted and specific content launch in line with the event. Ongoing development of a thorough calendar of event to be established and promoted internally and externally. October included International day of irl Child, December included International Day of person with Disabilities

3 SO2 Support partners to recruit, develop and retain a diverse coaching workforce Work stream Action Owner Q1 RA Q2 RA Q3 RA Evidence 2.1 Partnerships 1 Advocate and Support partners (Home Country Sports Development of Development Framework for partners includes Councils, National overning Bodies of Sport, Local Relationship key section on diversity across the workforce. Delivery Partners, Emerging activity-related markets) to Management recruit, develop and retain a diverse coaching workforce 2 Contribute to relevant equality and diversity groups and forums 3 Consider opportunities to bring together an expert group of national equality lead organisations No groups or forums identified this quarter A reference group has been established to identify the challenges/needs of female coaches, and the challenges/needs of employers/deployers in relation to their female coaching workforce. UK Coaching is an active member of & Disabled Sport (LADS), which is made up of representatives from each of the Home Countries Disability Sports Federations. 4 Maintain relationships with national equality lead organisations and explore and embed opportunities to obtain more external feedback on relevant policies, processes and initiatives. UK Coaching has current relationships with: WiS, EFDS, DSW, SDS, DSNI, Sporting Equals, Pride Sport and a variety of disability specific sporting organisations.

4 SO3 Create and maintain UK coaching policy, recognised standards and accessible coaching pathways Work stream Action Owner Q1 RA Q2 RA Q3 RA Evidence 3.1 Coach learning and 1 Review UKCC Endorsement Criteria to ensure criteria is Insight & A A A The UKCC is under review, and significant changes to the endorsement development inclusive and equitable criteria and process will not be made until after the review. However, we are confident that the current criteria reflects inclusive and equitable practice. 2 Ensure that people of all abilities, backgrounds and Insight & motivations are able to come into coaching through simple, customer-focussed journeys 3 Embed principles of inclusive coaching into Professional Standards, qualifications and L&D material created by UK Coaching Insight & This is embedded with the development of the new Strategy and evidence is being captured via insight, such as the coach population survey and learning needs analysis. Current learning provisions are being reviewed to ensure they embed principles of inclusive coaching.

5 SO4 Develop services and products to support coaches to meet participant needs Work stream Action Owner Q1 RA Q2 RA Q3 RA Evidence 4.1 Coaching solutions 1 row the body of technical knowledge and offer Director of A Assets in development for CPIFY to cover under-represented groups and a targeted solutions to support: Coaching; review of learning resources will take place in Jan/Feb Inclusive coaching programme v2 in place with EFDS. Increase in participation by under-represented groups Coaches of under-represented groups Coaches from under-represented groups Participation 2 Review our programmes and service offer to ensure these are inclusive of all the protected characteristics attracting participants from different backgrounds A Current review of products and services being undertaken, and to be aligned with the Development Framework. This review is focussed on content, delivery and accessibility. 4.2 Tutor workforce 3 Maintain an up to date series of workshops, Director of programmes and products ensuring our service provision is Coaching revised and monitored quarterly 1 Ensure our tutor workforce can demonstrate equitable practice in their tutoring 2 Ensure language, images and content used in UK Coaching workshops is equitable 3 Work towards a more diverse tutor workforce through positive recruitment processes Development Manager Development Manager Development Manager A Current review of products and services being undertaken, and to be aligned with the Development Framework. This review is focussed on content, delivery and accessibility. A A A All tutors have received training in equitable practice. Through the new WFDM post, this is also included in all new tutor orientations and assessed via quality assurance visits. Steps added to Product Review Process to ensure this is considered within each product review. A A A Through new WFDM post, there will be an audit of the tutor workforce, existing policies and new recruitment policies introduced.

6 SO5 Drive research, develop insight and share best practice Work stream Action Owner Q1 RA Q2 RA Q3 RA Evidence 5.1 Driving Research 1 Drive coaching research, ensuring the research agenda Insight & Embedded within all projects, and specific diversity study will be completed reflects equality and diversity objectives in Q Developing Insight 1 Ensure compliance with equality and diversity polices in the delivery of research projects Insight & Data on protected characteristics is a standard part of all survey tools. Population based approach ensures research participants are representative of society. 5.3 Sharing insight 1 Ensure UK Coaching insight is promoted and accessible to a wide audience Insight & Research reports promoted via a variety of means, including formal reports and summary/easily accessible reports. Use of images and infographics. Shared on website, comms channels and social media. 5.4 Translating insight into action 1 Ensure that learning from research and insight regarding diversity is acted upon and shapes policy, delivery and practice. Insight & A A Additional analysis of population data by underrepresented groups (women and BAME) is being undertaken.

7 SO6 Create and support a coaching community for coaches Work stream Action Owner Q1 RA Q2 RA Q3 RA Evidence 6.1 rowing the Coaching 1 Identify and promote positive role models in coaching A Through the Reach website, a variety of female coaches have been profiled Community from under-represented groups to provide visible role models across the sport and physical activity landscape. Additional role models are being identified through a range of sector engagement activities, with an additional focus on the other protected characteristics moving forward. Also in Q3 role models spanning underrepresented groups inducted into Ambassador programme 2 Ensure the membership of Connected Coaches is reflective of the coaching community and wider society Connected Coaches Community Manager To protect and respect the privacy of ConnectedCoaches members, the relevant protected characteristics were requested and recorded anonymously in our Q2 member s survey. The protected characteristics element of the survey (completed by 2% of members) found that: - 30% of members were female (68% male, 2% prefer not to say) - 13% were non-white (87% white) - 16% had a physical or mental health condition or illness lasting or expected to last twelve months or more (78% no, 5% prefer not to say) - The majority of coaches (52%) were over 45 with 3% under the age of 25 ( %, %, prefer not to say 3%)

8 SO7 Run an effective and efficient organisation Work stream Action Owner Q1 RA Q2 RA Q3 RA Evidence 7.1 Monitoring and review 1 Ensure recommendations from Intermediate Equality Ongoing Standard submission are incorporated into ongoing work. 2 Review Equality Policy in line with legislative requirements, best practice, organisational strategy and learning 3 Provide regular updates on progress against equality and diversity action plan to SMT Operations 19 Apr'17: the Equality policy was reviewed by SMT and the Board. The current version then replaced the previous version in our staff handbook. The next review will take place in Q3, so that any update / revision can be taken to the Board in Feb 18, for sign off, ready for application from Apr 18 onwards as part of an annual review. The EAP is a standing agenda item at each Quarterly SMT meeting. Updates can also be provided outside of these quarterly meetings. 7.2 Staff 1 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 Board ( Operations) A A The Board of UK Coaching are fully committed to ensuring that we are a leader in placing Equality and Diversity at the heart of everything we do. We are fully committed to achieving greater diversity on our Board. Across the organisation, we have a 50/50 split of male and female staff. We are fully committed to achieving greater diversity and gender parity on our Board, including a target of a minimum of 30% gender. Currently, 50% of our board are female and 25% are BAME. This complies with the Code for Sport overnance 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, engagement and progressing talent from within 2 Ensure staff policies and procedures are all inclusive and equitable Policies and procedures are regularly reviewed to ensure they are fully equitable. At induction new staff are encouraged to review and highlight any areas not considered fully equitable. 3 Measure staff awareness of equality and diversity (for example being welcomed into the organisation and being treated fairly) Staff are asked on their Performance Review form if they have sufficient equality and diversity knowledge and to detail any further support required. A Staff and Board equality survey is carried out every two years; this will next be done in Q4, as the previous survey was carried out in Collect and review on annual basis staff/employee equality and diversity data from: Employees Board members Tutor workforce Consultants Workshop attendees in order to monitor representation and engagement of disadvantaged groups and to inform future service provision hold equality information on all staff, which is regularly reviewed. 5 Promote and provide equality and diversity training to all staff including Board Members Operations A A A Staff and Managers can identify specific training needs at any point, for which there is a L&D budget to support training.

9 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. Regarding diversity training for the Board, a proposal will come to Feb'18 Board meeting around Awareness, Interventions and Delivery. 6 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 Operations At biannual Performance Reviews, all staff are formally asked whether they feel they have sufficient knowledge of equality and diversity to be able to deliver their role effectively, and if not, to detail any further support they may need in this area 7 Update UK Coaching staff with progress on organisational equality and diversity projects 8 Ensure the regular engagement and involvement of the Staff Voice roup (with particular reference to gaining internal feedback on relevant policies, processes etc.). A Currently developing an internal staff update of the plan and our achievements to date. Staff learning opportunities to be established the remainder of this year. Staff Voice Chair 3 May, 29 June and 7th September Staff Voice meetings held with discussions points around HQ ways of working, restructure debrief, and organisational charity. Staff in between meetings are encouraged to use the online form to submit any agenda items and discuss with their team representative. Staff Voice in the inaugural Coachwise and UK Coaching Staff Awards have been appointed to judge the Staff Award category. Prior to Christmas the Staff Voice and Coachwise IC met together to start the process and consult on the potential of both groups merging as one. To date this has been received positively. The meeting also allowed members to decide on the winner of the STAR Award Staff Award category, again an action that was well received by the group. 7.3 Recruitment 1 Ensure all job advertisements are widely advertised (including targeting advertisements to encourage applications from underrepresented groups) and promote UK Coaching as an equal opportunities employer All job advertisements are widely advertised, including targeting groups of the community which are under-represented. 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. 2 Ensure all job application forms collect information on protected characteristics including the number of women, disabled people and the number of people from ethnic minority communities 3 Ensure all job details and application forms are available in different formats All job application forms collect information on all 9 protected characteristics. Job details and application forms are available in different formats on request and this is highlighted in job advertisements. 4 Ensure UK Coaching Induction programme provides face to face individual introduction and information on UK Coaching s Policies, and Code of Conduct All new staff have a face to face meeting with relevant staff and information on policies and procedures is provided. All new staff are required to undertake Equality and Diversity training within the first eight weeks of employment. 7.4 Values 1 Embed values throughout the organisation, including CEO ( though: Operations) Annual staff awards Internal and external communications Staff Voice group A A A The Values are included within the biannual staff performance review; within the annual staff awards and are referenced within the work of the Staff Voice. Engagement with staff, initially around the People Development strategy, is taking place regarding future culture and associated values and behaviours 7.5 Health and Safety 1 Ensure disabled access to Chelsea Close complies with legislation Disabled access to Chelsea Close has been checked and fully complies with legislation.

10 2 Ensure all venues used by UK Coaching are fully accessible Operations A A The internal booking form, for staff to complete to request external venues for meetings or events, has been amended to explicitly include a statement to ensure all requested venues are fully accessible. Staff arranging events should also be mindful of access needs of attendees For the annual Coaching Summit and Coaching Awards, attendees were asked to advise of any special requirements, which includes access 7.6 overnance 1 The Board actively promotes equality and diversity throughout the organisation and actively works to attract a diverse range of candidates including (but not limited to) women, BME and disability. Board ( Operations) Members of the Board at UK Coaching are fully committed to ensuring that we are a leader in placing Equality and Diversity at the heart of everything we do. At its meeting on 6 June'17, the Board appointed Lizzie Broadbent as Board Equality and Diversity Champion, whose role will be to advocate the importance of equitable practice and to support the implementation of UK Coaching s key equality and diversity projects. We are fully committed to achieving greater diversity and gender parity on our Board, including a target of a minimum of 30% gender. Currently, 50% of our board are female and 25% are BAME. This complies with the Code for Sport overnance. Following its annual review, the Board (at Feb'17 meeting) signed off the updated Equality Policy and the Equality Action Plan At the Board meeting on 30 November 2017, the Board approved the Diversity Action Plan (see 7.2.1) Ian Wilson 18 Jan'18