Discussion Questions
- Do we communicate our vision and direction for equality, diversity, and inclusion and provide clarity on responsibilities and accountability?
- Do we regularly review, share updates, and celebrate progress on the equality, diversity, and inclusion element of our plan internally and externally?
- Do we recognise and promote that leaders do not need to be senior? Do we enable opportunities for all staff to shape and engage in delivering our equality, diversity, and inclusion objectives?
- Are ‘leaders’ held to account if progression is not made towards EDI strategic objectives?
Supportive Solutions
Culture of responsibility and accountability, and celebration of achievements.
Internal communication plans such as briefings, podcasts, newsletters, staff meetings, inductions to include clear messaging on equality, diversity, and inclusion.
Job roles state shared responsibilities for equality, diversity, and inclusion.
Management processes to empower staff to “lead”.
https://www.uksport.gov.uk/about-us/strategic-plan
http://www.uka.org.uk/wp-content/uploads/2020/11/UK-Wide-Strategy.pdf
https://www.uksport.gov.uk/news/2021/06/24/new-equality-diversity-and-inclusion-strategy
