This framework enables your organisation to breakdown the areas around inclusion to make it more manageable and realistically achievable to embed change
The self-diagnostic tool within the Moving to Inclusion Framework will help you assess where your organisation is now on its Equality, Diversity and Inclusion (EDI) journey and consider where you might need to focus effort and make further improvements.
The new Framework will provide practical suggestions, coupled with, in some cases, the support of a mentor to help you drive continuous improvement in your organisation. A greater focus on EDI will benefit the whole business including around staff satisfaction and retention, reputation, diversity of workforce and thought, growth in participation and membership, innovation, better resilience and increased business opportunities.
In Wales, EDI is a business plan priority – the Moving to Inclusion Framework will support partners in aligning to this.
As Moving to Inclusion evolves, it will create a learning culture and community of learning to be part of.
A review and sector wide consultation of the Equality Standard for Sport was completed in 2021 along with consideration of what organisations in sport and physical activity need to tackle inequalities and achieve greater diversity and inclusion. Following this review, Moving to Inclusion was created. The Equality Standard for Sport accreditation process ceased at the end of 2022. Organisations hold their accreditations for 3 years post their last assessment date. Organisations that have previously undertaken the Equality Standard for Sport are welcome to continue their improvement journey through the Moving to Inclusion Framework.
No. Based on sector consultation and need, Moving to Inclusion was developed as a continual improvement journey. There is no end point. We recognise that organisations are all different, with different starting points on their journey of change, have different priorities and different resource levels. Moving to Inclusion is about honest self-reflection leading to appropriate action. Therefore, the emphasis is on understanding what needs to change against a framework. The Moving to Inclusion Framework consists of diagnostic statements within 5 Pillars. These statements are a guide to review the organisation’s health in the context of equality, diversity, and inclusion. The outcome of undertaking this process is a solution-based action plan.
Moving to Inclusion does include an opportunity for organisations to be recognised and celebrated for their achievements through the Celebrating Inclusion option. This option does require a formal assessment. Organisations that achieve the Celebrating Inclusion recognition are required to complete a formal assessment every 3 years.
The Equality Standard for Sport accreditation process has now ceased. We recognise the efforts of organisations that have embraced the Equality Standard for Sport, and we are sure that the changes being implemented are a solid foundation for the future. If you are halfway through a process, please contact us to understand where you are in the process, what your needs are now, and to support your transition to Moving to Inclusion.
Organisations at the Advanced Level or seeking Advanced Level of the Equality Standard for Sport may seek to enter the Moving to Inclusion Framework with a view to being recognised as Celebrating Inclusion. All organisations are required to utilise the Moving to Inclusion Framework for a minimum of 1 year leading to assessment for Celebrating Inclusion. Please speak to us if this is an
option you would like to consider.
The Moving to Inclusion website contains resources and other guidance to help organisations work through the process of self-reflection, implementation of action and review of progress. In addition, the Sports Councils are offering enhanced support in the form of mentors and communities of practice for certain organisations where this level of support is deemed essential for continuous improvement and change.
Moving to Inclusion Mentors will play a key role in facilitating, mentoring and coaching sports organisations to continually improve equality, diversity and inclusion in all areas of their business. The Mentors will support the following, whilst also bringing their own experience and expertise in EDI to the process.
Self-reflection to take place in a safe and honest way
Understanding of the organisational priorities following self-reflection
Development of the Continuous Improvement Plan
Links to external support e.g., equality partners, peer to peer, good practice communities
Facilitate group discussions and peer-to peer-support
Mentors will support organisations individually or in small groups. This deployment will be managed by the Sports Councils in conjunction with Sport Structures.
Organisations will be expected to have completed the self diagnostic and identify priority areas of focus around inclusion BEFORE accessing mentor support
Diversity and Inclusion Action Plans are a mandatory requirement of the Code for Sports Governance applicable only to Sport England and UK Sport funded Tier 3 and some Tier 2 organisations. DIAPs are primarily focused on governance, and must be formally approved by UK Sport and Sport England to ensure they are sufficiently ambitious. They require a formal review and update on an annual basis. Funded Sport England and UK Sport partners receive time-bound, bespoke consultancy support and access to other resources to produce and implement their DIAPs.
Moving to Inclusion is a flexible development tool which can be accessed at any time across all levels of a sport, physical activity/movement organisation to help them address inequalities in all aspects of their business. It is managed by the 5 UK Home Country Sports Councils and does not form part of an organisation’s condition of funding, so participation is optional, but strongly is encouraged. It includes a self-reflection process across 5 Pillars and therefore stretches wider than governance. The 5 Pillars are Leadership, Culture, Experience, Relationships and Communications. There is no formal approval process, but partners will be assisted to determine whether their ambitions are appropriate and proportionate to their organisations. It does require regular review and planning to enable continuous improvement.
Organisations funded by Sport England and UK Sport will find that Moving to Inclusion provides additional, complementary and enduring support for their DIAP process. The themed activity will help those organisations refresh their DIAPs and they may choose to incorporate the actions arising from their self-assessment within their DIAP
The TRARIIS self-assessment framework focuses specifically on race and ethnicity, and by working through this framework, you are seeking to implement change in your policies and practices through an anti-racist lens. The principles of the TRARIIS framework, whilst specific to race, can be applied to any protected characteristic. It is therefore, an additional tool that enhances the Moving to Inclusion framework, by supporting organisations to embed an anti-racist culture.
Developed with partners in Wales, the Capability Framework aims to support organisations with their continuous improvement, while ensuring that public money is invested responsibly. The Capability Framework – which is aligned to the Governance and Leadership Framework for Wales (GLFW) 2019 – is built around key governance areas and focuses on the importance of behaviours, ethics and integrity within an organisation. Moving to Inclusion complements this approach with specific emphasis on Equality, Diversity and Inclusion. Sport Wales will encourage organisations towards Moving to Inclusion in line with their journey through the Capability Framework. The Moving to Inclusion model also aligns with the approach of Accountability promoted by Sport Wales, with honest reflection and a need to look at what is working and what isn’t as a foundation to improvement.
All sport and physical activity organisations can undertake the Moving to Inclusion self-reflection process and benefit from the online resources that support it. The UK Sports Councils will each have different criteria regarding which organisations can access the enhance support of mentors and communities of practice.
Whilst we understand that organisations are often time poor. The self-reflection process is a key part of improvement planning and is a meaningful and productive process if conducted within a whole organisation approach. We recommend that a cross organisation working group is formed to complete the self-reflection diagnostic together. Senior leadership buy in is also essential in the working group. The working group may do this as a team day or sprint of focus taking 1 pillar at a time.
Equality Partners provide a depth of expertise and range of support available for sport and physical activity organisations often based on a particular demographic or underrepresented community. Moving to Inclusion is a holistic approach that does not home in on or focus purely on one demographic. It is likely that the process of Moving to Inclusion will lead to an organisation identifying gaps or the need to understand or target a particular community. Organisations can reach out to Equality Partners for specific support to assist them to implement positive action or intervention. It may be helpful to share your Self-Reflection Diagnostic Results or Continuous Improvement Plan with an Equality Partner for them to identify how best to support you going forwards
Yes, this is one of the amazing opportunities of the 5 Sports Councils working together on Moving to Inclusion. As the initiative develops there will be opportunities for group mentoring and / or communities of practice. These can be provided across the boundaries of the Home Nations.
There are certainly elements of the Framework which would be relevant for grassroots clubs, and we would encourage them to engage and feedback on how it could be made more appropriate. There may be opportunity to explore a version that could be developed for clubs in the future, so any feedback on this would be helpful, and very welcomed.
Ideally, the diagnostic tool would sit within a broader organisational governance structure that would provide scrutiny and challenge to your organisation’s self-assessment and scoring. This will also require your organisation to take ownership and accountability for your subsequent action plan and commitments within Equality, Diversity and Inclusion. It will be important for organisations to ensure they obtain the viewpoints of all participants, and those who do not currently participate who may want to get involved. The Framework and mentoring support that is provided should help direct organisations on the best way to approach this, and there is a supportive video included on the Hub to offer guidance.
The Sports Councils will continue to expand its resources over time. Webinar and/or video resources later down the line could be developed on specific topics such as ‘how to engage potential participants and membership’ which will help inform practice. The Sports Councils welcome thoughts on developing supportive resources to help grow the Hub into a central place for Equality, Diversity and Inclusion.