Celebrating Inclusion – Coming Soon

If your organisation is engaged in the continuous improvement journey and is making a difference in tackling inequalities, achieving diverse representation and are sector leading in achieving inclusion, there is an opportunity to be recognised and celebrated against the Moving to Inclusion Framework. We are currently working on the details of this. This will be launched in 2024!

Celebrating Inclusion

It is important to facilitate learning across the sector and between organisations, and to celebrate achievements and excellence. Celebrating Inclusion will launch in 2024.

The varied organisations in the sport and physical activity sector are all at different stages in their EDI journey. If your organisation is engaged in the continuous improvement journey and is making a difference in tackling inequalities, achieving diverse representation and are sector leading in achieving inclusion, there is an opportunity to be assessed against the Moving to Inclusion Framework.  Celebrating Inclusion details what excellence looks like against each Pillar, minimum requirements, what will be assessed, and evidence required.

Celebrating Inclusion celebrated organisations will provide a key role in supporting communities of practice and sharing case studies of best practice and learning via the Moving to Inclusion hub.

If you think your organisation is suitable for this recognition:

  • You must be implementing a continuous improvement plan based on the Moving to Inclusion framework (for a minimum of 1 year). Formally self-review your organisation using the diagnostic tool and consider your organisation to be exceeding expectations and progressing well.
  • Meet minimum requirements across all Pillars and view your organisation as being sector leading in two or more Pillars.
  • Apply to your Sports Council with senior leadership approval detailing why your feel your organisation is excellent in inclusion (max 4 sides of A4). If you have been assigned a mentor through the enhanced improvement packages, they can support this application process as a critical friend.

You will be assigned an Assessor who will review the application and arrange a visit to:

  • understand the progress you have made on your continual improvement plan.
  • explore the pillars you would like assessed as sector leading.
  • seek additional evidence (this can be varied and relevant to the organisation) that demonstrates excellence and ensures minimum requirements across all Pillars are achieved.

The Assessor will provide a recommendation report to further help your organisation on your continual improvement journey perhaps in the other pillars, and determine if your organisation should be recognised, celebrated, and promoted.

Your organisation is required to maintain momentum through the continuous improvement process and be re-assessed every 4 years to continue to be recognised as sector leading in Celebrating Inclusion.

Leadership Pillar

Celebrating Inclusion – Improving our Leadership:

Organisations that can demonstrate a clear and aspirational direction for how we are addressing inequalities and proactively including everyone, ensuring we are reflective of our community / society. Equality, diversity, and inclusion approaches are embedded and resourced throughout our organisation’s vision, mission, strategy, and planning. The assessor will seek evidence to demonstrate this as follows:

Minimum Requirements

  1. We can evidence that our Board recruitment process is formal, inclusive, open, rigorous, and transparent ensuring our Board has the appropriate balance of skills, experience, diversity, independence and knowledge.
  2. We understand the demographic data of our leaders and can demonstrate that we have made progress against our plan to address underrepresentation.
  3. Equality, diversity, and inclusion outcomes are clearly embedded within business strategic planning.

Demographic data of Board and Leadership Team. Impact of considerable progress to improve representation. Diversity and Inclusion Action Plan implementation and impact (if applicable)

Strategy, operational plans, gaps analysis / insight led decision making (over the last 4 years and future facing).

Observation at Board / SMT or panel with Board / SMT, minutes/ communications of Board and SLT.

Variety of evidence forms can be viewed such as external communications, sharing good practice, advocacy, regional/national/international influencing, collaborative working etc.

Culture Pillar

Celebrating Inclusion – Improving our Culture:

Organisations that can demonstrate that values are embedded and lived, that lead to positive inclusive behaviours, shared beliefs, and ways of working. There is an inclusive and welcoming culture within the organisation where everyone is respected, can be who they are, their voices are heard. Negative behaviour and discrimination is challenged discrimination. The assessor will seek evidence to demonstrate this as follows:

Minimum Requirements

  1. We strive for improvements in culture through the power of our insight through regular and consistent workforce feedback.
  2. Processes are in place to effectively manage and eliminate bullying, discrimination, harassment, and negative behaviour.
  3. There are established values that reflect our aspirations in equality, diversity and inclusion and mechanisms for measuring, that are embedded in your ways of working.

Workforce survey, assessor observations, interviews with members of the workforce, minutes of meetings, feedback from other standards, and discussion with Assessor.

Workforce survey, assessor observations, interviews with members of the workforce, stakeholder interviews, and discussion with Assessor.

Workforce survey, policy / procedure review, incident reporting, assessor observations, interviews with members of the workforce, and discussion with Assessor.

Experience Pillar

Celebrating Inclusion – Improving our Experience:

Organisations that can demonstrate that a high-quality experience is provided through delivery, programmes, and projects no matter what an individual’s background. Positive action, initiatives and interventions are used to address inequalities and create inclusive opportunities with sustainable impact. The assessor will seek evidence to demonstrate this as follows:

Minimum Requirements

  1. We understand the current demographic profile of who accesses (participants, members, athletes) our services, provision, delivery system, and how this compares to their appropriate community (e.g. National / regional / county/ local community).
  2. We understand the current demographic profile of the workforce that delivers and supports delivery (including coaches, instructors, sport scientists, volunteers, officials, sub-contractors etc.) and how this compares to their appropriate community (e.g., National / regional / county/ local community).
  3. We can demonstrate progress against our plans to address under representation and to explain clearly what our priorities are.

Significant improvement and / or high level of satisfaction of “customer” experience. Need sight of baseline and current data. Mystery customer. Interviews with deliverers.

Detailed report as background, rationale for any project is insight led, inclusive by design, detailing the how it will reach underserved groups. There is impact assessment, learnings and next steps. Positive action leading to a review and changes in participation trends representative of the local community

Clarity on the learnings to move to next steps. Consideration of how projects have been sustained projects /changed or replicated practices / scaled up action.  This may be supported by a panel Question and answer session by the assessor.

Relationship Pillar

Celebrating Inclusion – Improving through Relationships:

Organisations that can demonstrate that we tactically identify important relationships and their sphere of influence. We work in partnership to influence change and unlock solutions to tackle inequalities. The organisation acts as a role model to influence others in our wider network and will peer support other organisations to improve their relationships in equality, diversity, and inclusion. The assessor will seek evidence to demonstrate this as follows:

Minimum Requirements

  1. We understand the organisations and people within our sphere of influence and their ability / provision / support needs to cater for specific diverse groups of people, underrepresented groups and to tackle any inequalities. Evidenced demonstrated through a stakeholder list and supporting insight documents.
  2. We are proactively engaging with partners to support, influence and champion change and able to demonstrate the impact of partnership working on more physically active people from specific diverse and underrepresented groups.

Stakeholder engagement strategy. Case studies, press releases, conferences, joint learning, and examples of partnership working or networking and its impact on equality, diversity, and inclusion. Interviews with stakeholders.  This may be supported by a panel Question and answer session by the assessor.

Interviews with stakeholders and sample of sphere of influence.  This may be supported by a panel Question and answer session by the assessor.

Impact assessment of project / initiatives. Case studies – such as initiatives with clubs, regions, facilities, education etc. Mystery Customer feedback. This may be supported by a panel Question and answer session by the assessor.

Communication Pillar

Celebrating Inclusion – Improving Communications

Organisations that can demonstrate an effective commitment, policies, procedures and plans for equality, diversity, and inclusion internally and externally. All members of society should be able to see themselves as included and important to the organisation. This can take time to build, but an organisation can take steps regularly to build their marketing and communications narrative that demonstrates diversity and inclusion. The assessor will seek evidence to demonstrate this as follows:

Minimum Requirements

  1. The organisation’s commitment to equality is communicated externally and internally, and success is celebrated.
  2. Examples of imagery and positive communication to promote equality, diversity, and inclusion with specific reference to specific diverse groups of people and underrepresented communities.
  3. Communications and marketing are aligned to equality and valuing diversity evidenced within the marketing and communication plan.

Marketing and communication strategy to incorporate images, language and specific diverse groups of people and underrepresented communities. This may be supported by a panel Question and answer session by the assessor regarding effectiveness. The Assessor may undertake an independent search to understand in real time marketing materials.

Marketing and communication strategy to incorporate images, language and specific diverse groups of people and underrepresented communities. This may be supported by a panel Question and answer session by the assessor regarding effectiveness.

Independent search.

Review communications strategy. Consider inclusive methods for delivering Equality, Diversity and Inclusion messages.

Continuous two-way communications with underrepresented groups and partners –

Consultation forums, surveys, advocate groups to be implemented