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Equality, Diversity and Inclusion

UK Coaching recognises the value that a diverse workforce can bring to our organisation and strives to reflect this among our employees, Board Directors, members and tutors.

UK Coaching Board statement of intent: Our Commitment to Equality, Diversity and Inclusion

Members of the Board of Directors at UK Coaching and staff at all levels of our organisation are fully committed to ensuring that we are a leader in placing equality and diversity at the heart of everything we do.

In February 2017, our organisation was formally recognised in this area, being awarded the Intermediate Level of UK Sport’s Equality Standard: A Framework for Sport.

Across the organisation, we have a 50/50 split of male and female staff.  We are fully committed to achieving greater diversity and gender parity on our Board, including a target of a minimum of 30% gender.  Currently, 50% of our board  are female and 25% are BAME. This complies with the Code for Sport Governance.  Lizzie Broadbent (Non-Executive Director) is our Equality and Diversity Champion, whose role it is to advocate the importance of equitable practice and to support the implementation of UK Coaching's key equality and diversity projects.

At the Board meeting on 30 November 2017, the Board approved the 2017-21 Diversity Action Plan.  The Plan lists a number of short-, medium- and long-term targets around how we will embed good diversity and inclusion practice into our recruitment activities and decision making processes through: recruitment (how we will attract an increasingly diverse range of candidates); engagement (ensuring that our commitment to diversity is communicated through internal practices and externally); and progressing talent from within (a focus on developing a strong internal pipeline of diverse talent to populate decision making and other structures.)

In 2017-18, we made significant progress towards achieving the objectives of our annual Equality Action Plan. Some of the key achievements included:

  • The development of a Workforce Development Framework for partners which embeds diversity across the workforce.
  • The collation of County Sports Partnerships Coaching Plans to identify the support requirements for those with inclusion and diversity targets.
  • The equitable access to coaching has been embedded in the new Learning Strategy, and evidenced via insight, such as the coach population survey and the learning needs survey.
  • The appointment of a Workforce Development Manager to assume responsibility of our tutor workforce. A part of this role will be to ensure the ongoing demonstration of equitable tutoring practicing, via improved tutor orientations and quality assurance processes.
  • The ongoing profiling of female coaches through our websites and social media, providing visual role models across the sport and physical activity landscape. This has also included the engagement with female coaches across the UK to establish their ongoing development and support needs.

You can find out further information about our commitment to Equality, Diversity & Inclusion via our Equality Policy.