Resources & Support Links

Statement on updated Equality and Human Rights Commission Code of Practice

Following the Equality and Human Rights Commission’s updated Statutory Code of Practice for Services, Public Functions and Associations coming into effect today, we are issuing the following statement.

“In 2021, the five Home Country Sports Councils – Sport England, Sport Wales, Sport Scotland, Sport Northern Ireland and UK Sport – published guidance for Transgender Inclusion in Domestic Sport. The five Sports Councils have agreed it is necessary to review the guidance to ensure it reflects the updated legal context in which sports are operating. The scope, Terms of Reference and timeline for the review are currently being developed. Further information will be shared once these have been agreed.”

Please note that this Code of Practice does not apply in Northern Ireland. The Northern Ireland Equality Commission is asking the High Court to clarify how the Supreme Court’s judgment should be applied in Northern Ireland, given its different equality law framework, and the implications of Article 2 of the Windsor Framework for how that equality law should be interpreted.

Pillars

Culture Pillar

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.

There is a selection of resources below which relate to the diagnostic indicator statements for each pillar. Click on the relevant tile for some tips, best practice examples and other resources to help you address any areas for development under this pillar and inspire practical action/initiatives that might benefit your organisation

Culture,Learning and Development

The 30 Minute Learning Series – Understanding Culture in Sport
April 2, 2026

View Resource
Culture

Statement 1 – We understand our workforce’s perspective on the culture of the organisation and how these impact on inclusion
May 27, 2025

View Resource
Culture

Statement 2 – We create a safe environment to enable everyone’s voices to be heard, addressed, and inform decision making
May 27, 2025

View Resource
Culture

Statement 3 – We have a zero-tolerance approach to any discriminatory behaviour
May 27, 2025

View Resource
Culture

Statement 4 – We have processes in place to effectively manage and eliminate bullying, discrimination, harassment, and negative behaviour
May 27, 2025

View Resource
Culture

Statement 5 – Our organisation respects diversity and values each person as an individual with unique traits and backgrounds
May 27, 2025

View Resource
Culture

Statement 6 – We have established values that are authentic and reflect our aspirations in equality, diversity, and inclusion
May 27, 2025

View Resource
Culture

Statement 7 – Our values and behaviours are embedded into culture, and foster good relations between all people when carrying out activities
May 27, 2025

View Resource
Culture

Statement 8 – Our leaders have the awareness and competencies to lead positive culture changes that enable greater diversity and inclusion across the organisation
May 27, 2025

View Resource
Culture

Statement 9 – Our recruitment processes proactively recruit people with diversity of thought and background, with a positive attitude, mindset and understanding of equality, diversity, and inclusion
May 27, 2025

View Resource
Culture

Statement 10 – We have a culture of being insight led, continuous improvement, challenging ourselves positively and learning
May 27, 2025

View Resource
Culture

Statement 11 – We understand the culture (potential sub-cultures) of our delivery system / environments / community (for example for regional associations, club networks, licensees, sub-contractors, facilities)
May 27, 2025

View Resource

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Disclaimer

Please note, the resources shared on this page are publicly available. Whilst we endeavour to share materials in a variety of accessible formats, this may not always be possible when the document/resource is sourced externally and shared on the Moving to Inclusion website. The resources on this page are for reference to help support your inclusion journey – the Sports Councils accept no responsibility for the information contained in these resources and do not endorse the organisations or individuals that created them.

The Sports Councils will endeavour to translate resources into Welsh where the content has been created by the Sports Councils themselves. You can utilise the Recite Me tool embedded onto the website to assist with any external documentation or resource. If you require further assistance with this, please use the “contact us” button to provide specific details and we will respond to your request as soon as possible.

Resources & Support Links

Statement on updated Equality and Human Rights Commission Code of Practice

Pillars

Culture Pillar

The 30 Minute Learning Series – Understanding Culture in Sport

Statement 1 – We understand our workforce’s perspective on the culture of the organisation and how these impact on inclusion

Statement 2 – We create a safe environment to enable everyone’s voices to be heard, addressed, and inform decision making

Statement 3 – We have a zero-tolerance approach to any discriminatory behaviour

Statement 4 – We have processes in place to effectively manage and eliminate bullying, discrimination, harassment, and negative behaviour

Statement 5 – Our organisation respects diversity and values each person as an individual with unique traits and backgrounds

Statement 6 – We have established values that are authentic and reflect our aspirations in equality, diversity, and inclusion

Statement 7 – Our values and behaviours are embedded into culture, and foster good relations between all people when carrying out activities

Statement 8 – Our leaders have the awareness and competencies to lead positive culture changes that enable greater diversity and inclusion across the organisation

Statement 9 – Our recruitment processes proactively recruit people with diversity of thought and background, with a positive attitude, mindset and understanding of equality, diversity, and inclusion

Statement 10 – We have a culture of being insight led, continuous improvement, challenging ourselves positively and learning

Statement 11 – We understand the culture (potential sub-cultures) of our delivery system / environments / community (for example for regional associations, club networks, licensees, sub-contractors, facilities)

Disclaimer