equity in your coaching welcome equity in your coaching slide 1 sports coach uk develop your...

Equity in Your Coaching

Welcome

Equity in Your Coaching Slide 1

sports coach UK

Develop Your Coaching Workshop


Workshop Outcomes

By the end of this workshop, you should be able to:

• explain what sports equity means, the legal framework and why it is important for your coaching

• identify factors that deny access to disadvantaged groups

• use appropriate language and terminology

• identify and challenge inequitable behaviour and identify how you can become more equitable

• establish where to go for further information.


Ground Rules

• Anonymity• Confidentiality• Respect others’ contributions• Listen carefully to others’ contributions• Respect the right to be heard• Challenge comments in a positive way• Move around the subject• Don’t put other coaches down• Not the ‘equity police’


Is it:

EQUITYEQUALITY

EQUAL OPPORTUNITIES

What do they mean?


Sports EquitySports equity is about fairness in sport, equality of access, recognising inequalities and taking steps to address them. It is about changing the culture and structure of sport to ensure that it becomes equally accessible to everyone in society.

Definition from Making English Sport Inclusive: Equity Guidelines for Governing Bodies,

Sport England (2000)


What is Equity?

Equity is about:• fairness• equality of access• recognising inequalities and taking steps to

address them.

Sports equity is about:• changing the culture and structure of sport to

ensure that it is accessible to everyone, whatever their ability, age, ethnicity, gender, nationality, race, sexuality or social status.


What is Equal Opportunities?

Equal Opportunities:

ensuring that employment practices are fair and that the workplace is an environment free from discrimination and harassment.

Employers are required to comply with UK and EU discrimination legislation.

What is Equality?Equality:

the state of being equal – treating individuals equally, which is not necessarily the same as treating them the same. In some cases, the need for equality may require unequal effort to ensure that the principle of equality is achieved.


Legislation• Equal Pay Act 1970 Equal Value (Amendment) Regulations

1983• Rehabilitation of Offenders Act 1974• Sex Discrimination Act 1975, 1986 and 1999• Race Relations Act 1976, Amendment Act 2000 • Employment Protection (Consolidation) Act 1978• Children Act 1989 and 2004• Disability Discrimination Act 1995 and 2004• Race Relations (Northern Ireland) Order 1997• Northern Ireland Act 1998• Scotland Act 1998• Human Rights Act 1998• Employment Equality (Sexual Orientation) Regulations 2003• Employment Equality (Religion and Belief) Regulations 2003• Disability Discrimination Act 2005• Equality Act 2006• Employment Equality (Age) Regulations 2006


Framework for the Commission for Equality and Human Rights (to be

formed October 2007)• Gender• Disability• Ethnicity• Age• Sexual orientation • Religion


Population Statistics

• 51.4% women

• 5–20% disabled people (depending on definition)

• 10% people from ethnic minorities

NB : These figures are from the 2001 National Census.


Why is Sports Equity Important?

It enables us to:

• recognise inequalities in sport• make sport fair and accessible to all• take action to address inequalities in sport.

Sporting organisations have a moral, and sometimes legal, obligation to be equitable.


The Equality Standard:

• was launched in 2004 across the UK • provides a guide to ensure continuous improvement

in striving for equality in sports organisations• has four levels of achievement.

It is expected to take years, rather than months, to ensure real cultural change is achieved.

Most governing bodies of sport are actively workingtowards achievement of the Standard.


Barriers to Participation

• What are the barriers that people coming to your coaching sessions may encounter?

• Are any barriers common to

more than one group?


Barriers • Coach

– Assumptions– Lack of

knowledge– Poor

communication

• Facilities– Transport– Convenience– Safety– Inadequacy

• Cost– Fee– Kit– Equipment

• Time– Convenience

– Other commitments

• Personal issues– Self-esteem

– Fear of discrimination and ii unwelcoming environment

– Cultural/religious influences

– Lack of role models


Sports Participation

• Ethnic minority participation: 40% National average: 46%

• Men from ethnic minority communities: 49% National average: 54%

• Women from ethnic minority communities: 32% National average: 39%

People in the ‘professional’ social class are more likely to participate in sport than those in the ‘unskilled manual’ group.

Source: Office of National Statistics


Positive Action or Positive Discrimination?

Positive Action Positive Discrimination


Language and Terminology

Language used should be:

• appropriate

• sensitive

• relevant

• consistent.

Is it derogatory, or is the receiver or anyone else in the group offended?


Unacceptable v Acceptable Terms

• Coloured

• Half-caste

• Ethnics

• Pakis

• Spastics

• Handicapped

• Normal people

• Victim of/ iiistricken with

• The elderly

• Mongols

• Retards

• Niggers

• Ladies/birds/chicks/girls

• Homosexuals

• Queers

• Love/dear/duck/pet

Acceptable–Unsure–Unacceptable


Coaching Questions

• ‘Come on, you lot. Can’t you see you’re playing like…?’

• ‘Could all the…stand over here and the rest over there?’

• ‘Do you need to change in another room as you’re a…?’


Types of Inequitable Behaviour

• Verbal

• Written

• Physical


Inequitable Behaviour – Verbal

• Racist language

• Sexist language

• Homophobic language

• Ridicule or bullying because of a personal characteristic


Inequitable Behaviour – Written

Racist, sexist or homophobic language written in some way:

• Graffiti

• Letter

• Mobile-phone text message


Inequitable Behaviour – Physical

Action taken against somebody because of their race, gender, a personal characteristic or sexuality:

• Pushing• Biting• Tripping• Touching inappropriately• Stealing• Excluding from an activity


Dealing with Inequitable Behaviour

• Establish a code of conduct• Avoid confrontation• Time your actions appropriately• Be a good role model• Use appropriate, sensitive and relevant Iiilanguage• Challenge inequitable behaviour• Support equitable behaviour• Be fair and consistent


Sources of Liability for Coaches

• Discrimination– The action people take on the basis of their prejudices.

Discrimination occurs when a prejudiced person has the power to put their prejudices into action, which results in unfair and unjust treatment.

• Negligence– There exists a duty of care towards the participant.– This duty of care imposes a standard and negligence

means this standard has not been met.– The participant has suffered loss, harm, damage or injury.– The breach of duty contributes to the loss, harm, damage

or injury.

• Defamation– There are two types of defamation:

o slander – the spoken wordo libel – the written word.


Duty of Care

• Safe• Qualified• Competent• Insured


Where to Go Next

• sports coach UK• Sporting Equals• English Federation of Disability Sport• Women’s Sport Foundation• National sports council• UK Sport• Governing body of sport• County sports partnership• Local authority


Workshop Outcomes

By the end of this workshop, you should be able to:

• explain what sports equity means, the legal framework and why it is important for your coaching

• identify factors that deny access to disadvantaged groups

• use appropriate language and terminology

• identify and challenge inequitable behaviour and identify how you can become more equitable

• establish where to go for further information.

Thank you.

Have a safe journey home.


equity in your coaching welcome equity in your coaching slide 1 sports coach uk develop your...

Documents

coaching slide

equity police slide

equality act

sports equity sports

coaching workshop slide

coaching welcome equity

equity guidelines

amendment act