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Outcome 2: Your organisation has a robust action plan for equality
which all staff, volunteers and key stakeholders understand.
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Requirement
Draft an action plan for equality.
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| Essential evidence |
Added value evidence |
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A copy of the equality/equity action plan and actions agreed and endorsed by the
Board.
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The plan and actions must consider and include the following;
- Show links to other plans, programmes and strategies
- Which policies, programmes and procedures have been reviewed or
considered from all areas of your organisation’s activities and as a
result which actions have been included within the plan. For example,
the area of sports development work may include: coach education and
development, volunteering, talent identification, club development and
officials’ training and development.
- What evidence has been used to shape the plan (research, audits, other
individual action plans, e-learning)
- Who is responsible for each objective/outcome within the plan and who is
accountable for the plan
- What resources have been allocated to assist successful implementation of the plan
- If partners have a responsibility within the plan, indicate what support will be offered to them
- Plans for wider communication once the Equality Action Plan has been agreed and actual evidence to support this.
- How the plan will be monitored, who shall evaluate and review the successful delivery of the plan
- Consideration that the plan is a working document which has the ability to take advantage of unplanned activities
- The action plan could be either a stand-alone plan or a plan which is integrated into the organisation’s strategic plan.
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Mainstreaming of equality / equity action planning into overall strategic review
of an area of work or the organisation’s strategic plan.
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Guidance
(see toolkit/guidance panel below)
Equality Action Plan template
Your strategic plan could provide a framework for the action plan. The action plan
should take account of all relevant areas of your organisation’s activities, which
might include: sports development work, administration, personnel and human
resources, publicity and marketing – including accessibility of the website,
representation and committee structures, performance development and elite sport,
player pathway and coaching.
This could include the roles of the internal support group, which may include key
members of staff
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Requirement
Consult on the action plan both internally and externally with stakeholders,
including equality target groups and equality organisations.
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| Essential evidence |
Added value evidence |
- Consultation with the Board, staff, key volunteers, coaches or members
and additional equality and diversity network as well as regional staff and
other partner organisations, as relevant.
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The consultation process followed during the formulation of the action plan should
easily be replicated for the purposes of testing out new policies, initiatives and
programmes
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Consultation with users and non-users, including those from under represented groups,
could be included within the consultation processes that support the development of
the equality/equity policy and action plans.
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Requirement
Communicate/promote the action plan internally.
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| Essential evidence |
Added value evidence |
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The action plan should be communicated through the most appropriate
means at an organisation’s disposal.
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Guidance
(see toolkit/guidance panel below)
This might include website, intranet, staff meetings, members (e-) newsletters or
bulletins, events and stakeholder meetings, and staff handbook*
* Where a print deadline has been missed this should not prohibit progress. A
commitment to inclusion in future editions of handbooks or similar will suffice .
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Requirement
Integrate systems for monitoring and review into the action plan.
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| Essential evidence |
Added value evidence |
- Include a structure for delivering progress updates to the Board
- Determine how the organisation will measure the success of the plan’s implementation
- Details of review periods should be included
- Specific elements of the plan (and policy) should be discussed in individual appraisals (for named or accountable individuals) and general staff and Board meetings
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