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Outcome 1: Your organisation understands the issues and barriers faced by under-represented groups.
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Requirement
Current equality profile audit.
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| Essential evidence |
Added value evidence |
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A complete equality profile of the Board and staff or key volunteers to be conducted
on an annual basis against the four equality strands (gender, disability, ethnicity
and age). This data must not be more than one year old.
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Equality profile for participants/members (those who participate under the auspices
of the NGB or CSP), coaches, officials and elite performers against the four
categories (gender, disability, ethnicity and age). At least statistically
significant ‘sampling’ and results are needed for the profiling of these groups*.
*This data can be the same data as provided at Foundation level so long as it is
not more than 3 years old and is built upon the minimum level of responses required
for statistical significance.
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Extend the audit for board, staff / key volunteers to the two remaining categories (sexual orientation and religion / belief)
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Conduct a full audit for members, coaches, officials and elite performers
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Guidance
(see toolkit/guidance panel below)
The information in this section should be used to guide the development of the
equality/equity action plan and links should be clearly evidenced.
Guidance note on data collection that includes information on sampling
Web based sampling tool that assists in proving details on sample sizes. A 95% confidence factor is required for any sampling.
Research toolkit
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Requirement
Seek guidance on the findings of the audit, particularly for any areas of under-representation identified in the
analysis at Foundation level.
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| Essential evidence |
Added value evidence |
- With reference to the findings / recommendations identified in the
Foundation level audit analysis, organisations should demonstrate how they
have expanded their understanding of the barriers and issues that may have
resulted in the possible under-representation discovered.
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Other evidence may include:
- Research reports accessed
- Attendance at conferences or seminars
- Involvement in workshops or similar
- Information provided through the Equality Standard newsletter or similar communications
- Meeting with equalities agencies
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The equality lead officer should distil this information and its relevance to
the organisation , then communicate this information to all, for example through
briefings, website information pages, newsletter articles or staff briefing
sessions.
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A full copy of the report can be included
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Guidance
(see toolkit/guidance panel below)
Equity Partner research and information:
Women’s Sports Foundation www.wsf.org.uk and specifically the What Works for Women link,
The English Federation of Disability Sport www.efds.net and
Sporting Equals Limited www.sportingequals.com
Scottish Disability Sport
www.scottishdisabilitysport.com
Also see the research pages on the sports councils’ websites.
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