Moving to Inclusion Framework

Moving to Inclusion

Moving to Inclusion Framework guides organisations on developing inclusive practice through self-reflection and continuous improvement. This programme aims to embed equality, diversity, and inclusion (EDI) through incorporating action planning, implementation, and review into an organisation’s everyday work.  

No two organisations are alike and all organisations are at different stages on their EDI journey. The starting point and continuous improvement plan will therefore be bespoke to each organisation, based on their particular needs identified through the self-reflection process.  This will help ensure that every organisation has the opportunity to promote and develop equality, diversity and inclusion in sport and physical activity. 

A Framework for Bespoke Improvements: 

The Moving to Inclusion Framework consists of 5 development pillars: Leadership, Culture, Experience, Relationships and Communication. These pillars form the base of the ‘Moving to Inclusion’ Self Diagnostic Tool.

Within each pillar are a series of self-reflection diagnostic indicators that enable an organisation to consider areas of strength and areas for improvement. The framework provides supportive suggestions for improvement in these self-identified areas which feed into continuous improvement planning and implementation. 

Policy into practice graphic

Step 1: Organisations should set up a working groupThe working group can be a cross section of the organisation.  

Step 2: The organisation should establish or review of the Equality, Diversity, and Inclusion Policy – How to write an EDI Policy. ALL organisations must have an EDI policy as a mandatory requirement. Many organisations have an Equality policy, and this may not have been reviewed for some time. By considering diversity and inclusion as well as equality, an organisation is more likely to tackle inequalities. 

The policy must set out the organisation’s zero tolerance approach to bullying, harassment, discrimination, victimisation, and unacceptable behaviour, and underline the requirement for all staff to contribute to creating a workforce culture and environment that exemplifies dignity, courtesy, respect, and consideration for all.  

Step 3: Organisations should use the Moving to Inclusion self-reflection diagnostic tool to self-reflect against the Frameworks 5 Pillars with diagnostic indicators. The diagnostic tool includes discussion questions to help the working group with meaningful conversation and formation of a score based on a rationale.  

Step 4: The diagnostic tool will provide suggestions for improvement. Organisations should use the framework and suggestions as guidance for change creating a continuous improvement plan that is realistic, appropriate, but also ambitious. We recommend this is approved by the board or committee.  

Step 5: Organisations should embrace, own and deliver their implementation, striving for progression in their inclusive practice.

Step 6: Continuous improvement is underpinned by a regular review of progress, self-reflection, and adjustments to the continuous improvement plan. There is an expectation that formal reviewing, reflection using the self-reflection diagnostic tool and learning takes place every 4 years, but organisations are encouraged to review progress and adjust the continuous improvement plan annually to maintain momentum and be agile to required changes. Reviewing and learning from progress made allows new ambitions to be added to the continuous improvement plan to further drive the organisation forward.