Moving to Inclusion Diagnostic Toolkit

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1Introduction
2Culture
3Leadership
4Experience
5Relationship
6Communication
7Score Card

Please Note: This is a self-reflection tool. A score of 1 doesn’t necessarily mean you are failing at a particular statement, it could mean it is an area where you currently haven’t done anything but you recognise you need to do something to improve.  Similarly, a rating of 5  doesn’t mean that you haven’t got any learning or improving to do for that development indicator.  The scores will not be used against you but will help to prioritise actions in your Continuous Improvement Plan.

Moving to Inclusion Diagnostic Form

Fill in your company information and choose which "pillar" of questions you'd like to start with.

Which pillar would you like to start with?

Culture
Leadership
Experience
Relationship
Communication

Culture

Culture is often intangible and can be the hardest thing to change. The culture includes the shared assumptions, values, beliefs, and norms that govern how people behave in our organisation. Sustainable change in diversity and inclusion requires a whole organisation approach and system change that is routed in inclusive cultural principles. The starting point for this is to consider our organisation’s culture. Use our values to guide new principles, beliefs, ways of working and behaviours.

Culture Aspiration:
Values are embedded and lived, and lead to positive inclusive behaviours, shared beliefs, and ways of working. There is an inclusive and welcoming culture within our organisation where everyone is respected, can be who they are, and their voices are heard. Negative behaviour is challenged, and discrimination tackled.

Leadership

There are a range of ways that we can demonstrate and deliver on our commitment to equality, diversity and inclusion through our leadership and governance. This includes:

  • having the relevant policies in place.
  • developing external facing statements that articulate commitment to tackling inequalities.
  • embedding equality outcomes within key strategies.
  • ensuring diversity of thought, accountability, and representation within their decision-making structures.

Leadership Aspiration:
There is a clear and aspirational direction for how we will address inequalities and proactively include 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.

Experience

This pillar considers how our organisation makes a difference to the experience of everyone who accesses our provision, delivery system, and our environment. Such as, but not exclusively, our community activities, our events, our clubs, our facilities, our volunteers, our talent pathway, and direct support such as Sports Science. Driven by understanding the barriers underrepresented groups face, positive initiatives and interventions are used to address inequalities and create sustainable change. This understanding is used to improve the customer experience for those who are finding it harder to access, enjoy and achieve through sport and physical activity.

Experience Aspiration:
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.

Relationship

Whilst it is important to achieve equality and diversity and improve inclusion internally within our organisation and delivery environments, it is essential that we all influence change for inclusion and tackle inequalities across our wider delivery system, partnerships, and sector as a whole. No one organisation can do this alone. This requires a supportive and collaborative approach, but also one of accountability and influence.

Relationships Aspiration:
The organisation tactically identifies 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 their wider network and will peer support other organisations to improve in equality, diversity, and inclusion.

Communication

It is essential that organisations effectively communicate 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 a marketing and communications narrative that demonstrates diversity and inclusion.

Communications Aspiration:
Marketing and communications are used proactively to tackle underrepresentation. The organisation communicates with everyone, and everyone can identify themselves in relation to the organisation or activity.