the equality standard: a framework for sport uk national governing bodies self assessment survey...

The Equality Standard: A Framework for Sport

UK National Governing Bodies

Self Assessment Survey

Report prepared for Equality Standard Pilot Project Steering Group

By Chris Hudson and Maxine BarlowSport Industry Research Centre at Sheffield Hallam University

[email protected] tel: 0114 225 2546

April 2005

The Equality Standard

A Framework for Sport

Vaga Associates

2

Contents

Slide No.The Equality Standard for Sport 3Research Aims 4Outline of Methodology 5Project Outputs 6

SURVEY FINDINGS 7

Section 1. Current position of NGBs 8 - 18(Survey questions 1 – 7)

Section 2. Demographic Profiles 19 - 26(Survey questions 8 – 10)

Section 3. Perceived benefits of gaining the Standard 27 - 40 (Survey question 11)

Section 4. Challenges faced and assistance required 41 - 44(Survey questions 12 – 15)

3

The Equality Standard for Sport

Sports equality is about fairness in sport, equality of access,recognising inequalities and taking steps to address them. It is aboutchanging the culture and structure of sport to ensure that it becomesequally accessible to all members of society, whatever their age, ability,gender, race, ethnicity, sexuality or socio-economic status.

The aim of the Standard is to provide a framework for sport to achieveequality and to assist agencies to develop structures and processes,assess performance and ensure continuous improvement. Achieving thisaim will help to realise the vision of fair, accessible and high quality sportand physical activity for all.

Source: Equality Standard for Sport. 2004.

4

Research Aims

• The purpose of the survey was to gather the thoughts of the Chief Executive or the most senior volunteer of each National Governing Body (NGB) on the current standing of their organisation with regards to equality.

• The survey was designed to assess how well NGBs are placed to undertake the work necessary to achieve the Equality Standard in the coming months.

• Each Chief Executive/senior volunteer provided an insight into the biggest challenges for the NGB individually and any assistance required in working towards the Standard.

• Finally, the respondents were asked to consider any possible benefits their

organisation might derive from achieving the Equality Standard.

5

Outline of Methodology

• Most of the National Governing Bodies identified to take part in this pilot were selected through their involvement in the UK wide central one stop planning process. A small number of additional NGBs were then nominated by the home country Sports Councils. This provided a sample of 38 NGBs for the research.

• The survey was undertaken by telephone with all NGBs. This was to ensure the best possible response rate from the small number of NGBs in the sample. As a result of the pro-active efforts of everyone involved a 97% response rate was achieved.

• The Chief Executive/senior volunteer of each NGB was asked to take part and introduced to the project via a telephone briefing from one of the VAGA Associates team who are supporting the pilot implementation. After this they were sent a covering letter and a copy of the survey questions in advance. A researcher then contacted them by email or telephone to arrange a convenient date and time to undertake the survey by telephone, which then took place on the agreed date.

• SPSS was the statistical package used to code and analyse the data and produce the headline findings presented in this report.

6

Project Outputs

The outputs of the survey are twofold:

• This summary report of the findings provides a statement of the current position and perceptions of the 37 NGBs as reported by them.

• An individual self assessment statement for each of the participating NGBs has also been produced. These will be used to ensure the support available to assist NGBs working towards the Equality Standard is tailored and targeted where most needed.

In addition, the survey results form the basis for a repeat of the same survey to be conducted in two years time (i.e. after the participating NGBs have gained the Standard). This will allow a comparison of the impact of the Equality Standard to be made.

7

Survey Findings

The findings are structured into four sections which present the following:

Section 1. The current position of NGBs

Section 2. The demographic profiles of the membership, staff and National Council/Board

Section 3. Any perceived potential effects and benefits of gaining the Equality Standard

Section 4. Challenges to overcome and assistance required

All quantitative responses were measured on a scale of 1 – 4

1 represents ‘not at all’ and 4 represents ‘greatly’

8

Section 1:The current position of National Governing Bodies regarding equality and the implementation of the

Equality Standard

9

Chart 1. Desire to ensure NGB operates equitably The extent to which your Governing Body has the DESIRE to ensure

it operates equitably

0.0%3.0%

81.0%

16.0%

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

70.0%

80.0%

90.0%

1 Not at all 2 3 4 Greatly

10

Chart 2. Necessary knowledge to ensure NGB operates equitably The extent to which your Governing Body has the NECESSARY KNOWLEDGE

to ensure it operates equitably

0.0%

30.0%

54.0%

13.0%

3.0%

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

1 Not at all 2 3 4 Greatly Don't Know

11

Chart 3. Necessary human resources to ensure NGB operates equitably

The extent to which your Governing Body has the HUMAN RESOURCES to ensure it operates equitably

6.0%

51.0%

35.0%

8.0%

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%


12

Chart 4. Necessary financial resources to ensure NGB operates equitably

The extent to which your Governing Body has the FINANCIAL RESOURCES to ensure it operates equitably

30.0%

16.0%

3.0%

8.0%

43.0%

0.0%

5.0%

10.0%

15.0%

20.0%

25.0%

30.0%

35.0%

40.0%

45.0%

50.0%


13

Chart 5. How equitable is your NGB?

How equitable is your Governing Body as a whole at this moment in time?

0.0%

35.0%

51.0%

11.0%

3.0%

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%


14

Chart 6. To what extent is your NGB committed to equality? The extent to which your Governing Body is committed to equality

0.0%

11.0%

51.0%

38.0%

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%


15

Chart 7. Understanding issues faced by under-represented groups The extent to which your Governing Body understands the issues faced

by under-represented groups

0.0%

46.0%

11.0%

43.0%

0.0%

5.0%

10.0%

15.0%

20.0%

25.0%

30.0%

35.0%

40.0%

45.0%

50.0%


16

Chart 8. Comparison of responses from Questions 1 – 7

Current position of NGBs overall

3%

11%

31%

46%

51%

44%

38%

55%53%

81%

51%

8% 8%

17%

6%

36%31%

35%

43%

16%11%11%

14%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

Desire to operateequitably

How committed isNGB?

Knowledge How equitable isNGB?

Understandingunder-represented

groups

Human ResourcesFinancial Resources


17

Chart 9. Comparison of responses from Questions 1 – 7


2

6

14

1113

17

19

16

6

14

2019

16

1311

30

19

5 4 4 3 3

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Desire to operateequitably

How committed isNGB?

Knowledge How equitable isNGB?

Understandingunder-represented

groups

Human Resources FinancialResources

Number of NGBs

Per

cent

age

of N

GB

s


18

Summary of current position of NGBs

• Encouragingly, NGBs expressed a very high level of desire to work equitably (81%), with 51% also stating their organisation was greatly committed to achieving equality.

• There are notable areas of need expressed by the NGBs if they are to realise their ambitions.

– 84% of NGBs have a stated need for greater knowledge on equality, with 30% of these respondents stating this as a particular requirement

– Perhaps worryingly, 57% of NGBs believe they do not have the necessary human resources and 59% do not have the required finance in place in order to appropriately address this area of work

• Chart 9 provides an overall comparison of the impact of the various factors NGBs were asked to score. The reported position of the NGBs can be stated as being very committed to equality, but having real needs around resourcing and information in order to achieve their goal of improving equity within their policy and practice.

• It is notable that 62% of NGBs stated they are fairly (i.e. score 3) or greatly equitable at this moment in time. This contrasts with the findings regarding demographic profile in the next section.

19

Section 2: The demographic profiles of NGBs membership, staff and National Council/Board with regard to

gender, ethnicity and disability

20

Chart 10. To what extent does the demographic profile ofyour membership reflect the population as a whole?

The extent to which the demographic profile of the MEMBERSHIP reflects the population

16.0%

30.0%

16.0%

11.0%

27.0%27.0%

30.0% 30.0%

10.0%

22.0%

13.0%

3.0%

19.0%

8.0%

38.0%

0.0%

5.0%

10.0%

15.0%

20.0%

25.0%

30.0%

35.0%

40.0%

1 Not at all 2 3 4 Greatly Data not available

Disability Gender Ethnicity

Significant gender representation amongst memberships - 30% = females ‘greatly’ represented, with a further 30% ‘fairly’ well represented (i.e. answered ‘3’ on 1 - 4 scale).

Low levels of ethnicity and disability representation amongst memberships

21

Chart 11. To what extent does the Demographic profile of your National Council/Board reflect the population as a whole?

The extent to which the demographic profile of the NATIONAL COUNCIL/BOARD reflects the population

70.0%

14.0%

5.0%3.0%

24.0%

30.0%

35.0%

3.0%5.0% 5.0%

8.0%8.0%

68.0%

22.0%

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

70.0%

80.0%



Level of gender representation varied, but 89% of NGBs have female representation to some extent

Very low disability and ethnicity representation, these groups were absent from National Councils/Board in 70% of NGBs

22

Chart 12. To what extent does the Demographic profile of your staff reflect the population as a whole?

The extent to which the demographic profile of the STAFF reflects the population

54.0%

27.0%

5.0%3.0%

11.0%

5.0%

11.0%

19.0%

49.0%

22.0%

13.0%

57.0%

8.0%8.0%8.0%

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%



Representation of ethnicity and disability is again low amongst NGB staff

In contrast 57% of NGBs stated that females were ‘greatly’ represented on their staff

23

Chart 13: Demographic profile in terms of disability

Overall, NGBs display a very weak profile across all three aspects

How people with a disability are represented within NGB structures - membership, National Council/Board, staff

70.0%

54.0%

30.0%

14.0%

5.0%

11.0%

5.0%3.0%3.0%

11.0%

16.0%

8.0%

27.0%

16.0%

27.0%

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

70.0%

80.0%

Membership National Council/Board Staff


24

Chart 14: Demographic profile in terms of gender

One in three NGBs reported that females were "greatly" represented in all three aspects, that figure rises to two in three for representation amongst staff

How females are represented within NGB structures - membership, National Council/Board, staff

3.0%5.0%

27.0%

24.0%

11.0%

30.0% 30.0%

19.0%

30.0%

35.0%

10.0%

3.0%

8.0%

57.0%

8.0%

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%



25

Chart 15: Demographic profile in terms of ethnicity

Whilst there is some representation of ethnic minorities amongst NGB membership, these levels are minimal. By contrast, 90% have little or no ethnic minority

representation on their National Council/Board and 71% no representation amongst staff

How people from different ethnic groups are represented within NGB structures - membership, National Council/Board, staff

22.0%

49.0%

22.0% 22.0%

13.0%

5.0%

19.0%

5.0%

13.0%

68.0%

38.0%

8.0% 8.0%8.0%

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

70.0%

80.0%



26

Demographic Profile SummaryGender:• Significant gender representation amongst memberships (30% ‘greatly’ represented).• Females ‘greatly’ represented on the National Council/Board for one in three (35%) of

NGBs.• 57% of NGBs reported that females are ‘greatly’ represented on their staff with several

NGBs stating that they had more female staff than male.

Disability:

• 16% of NGBs reported that disabled people were ‘not at all’ represented within their membership. 27% of NGBs did not have access to information regarding whether their members had a disability.

• Disabled people were ‘not at all’ represented on the National Council/Board for 70% of NGBs.

• 54% of NGBs reported that disabled people were ‘not at all’ represented on their staff.

Ethnicity:

• 68% of NGBs stated that people from different ethnic groups were ‘not at all’ represented on their National Council/Board.

• Similarly, 49% stated that that ethnic groups were ‘not at all’ represented on their staff.

• It is notable that approximately 40% of NGBs did not have data available regarding disability and ethnicity in order to answer the question.

27

Section 3:The reported potential effects and benefits of the working towards gaining the Equality Standard

28

Chart 16: Providing a framework

To what extent do you anticipate working towards the Standard will help to……..Provide a framework for achiving equality in sport

0.0%

16.0%

41.0% 41.0%

2.0%

0.0%

5.0%

10.0%

15.0%

20.0%

25.0%

30.0%

35.0%

40.0%

45.0%

1 Not at all 2 3 4 Greatly Don't know

29

Chart 17: Ensuring democracy

To what extent do you anticipate working towards the Standard will help to……..Ensure democracy and the sound governance of the sport

49.0%

24.0%

11.0%8.0% 8.0%

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%


30

Chart 18: Increase participation

To what extent do you anticipate working towards the Standard will help to……..Increase participation by reaching new audiences

32.0%

41.0%

5.0%

19.0%

3.0%

0.0%

5.0%

10.0%

15.0%

20.0%

25.0%

30.0%

35.0%

40.0%

45.0%


31

Chart 19: Meet legal duties

To what extent do you anticipate working towards the Standard will help to……..Meet legal duties thereby reducing the likelihood of litigation

3.0%

49.0%

40.0%

8.0%

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%


32

Chart 20: Enhance skills & knowledge

To what extent do you anticipate working towards the Standard will help to…….Enhance the skills and knowledge base of staff & volunteers

0.0%

22.0%

54.0%

24.0%

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%


33

Chart 21: Increase active involvement

To what extent do you anticipate working towards the Standard will help to……Increase active involvement in equality at every level

0.0%

32.0%

49.0%

19.0%

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%


34

Chart 22: Improve equality through monitoring/evaluation

To what extent do you anticipate working towards the Standard will help to……Improve equality practices through monitoring, evaluation & review methods

0.0%

16.0%

54.0%

30.0%

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%


35

Chart 23: Access funding & sponsorship

To what extent do you anticipate working towards the Standard will help to……Improve your chances of accessing funding & sponsorship

5.0%

27.0%

46.0%

22.0%

0.0%

5.0%

10.0%

15.0%

20.0%

25.0%

30.0%

35.0%

40.0%

45.0%

50.0%


36

Chart 24: Build on good practice

To what extent do you anticipate working towards the Standard will help to……Build on existing good practice in equality

0.0%

19.0%

38.0%

43.0%

0.0%

5.0%

10.0%

15.0%

20.0%

25.0%

30.0%

35.0%

40.0%

45.0%

50.0%


37

Chart 25: Review current policy

To what extent do you anticipate working towards the Standard will help to……Assess and review current equality policy

3.0%5.0%

43.0%

49.0%

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%


38

Chart 26: Review equality achievements

To what extent do you anticipate working towards the Standard will help to……Assess and review equality performance & achievements

0.0%

16.0%

60.0%

24.0%

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

70.0%


39

Chart 27: Comparison of responses to Question 11 – Anticipating the impact of the Standard


40.0%

19.0%19.0%22.0%

24.0%24.0%24.0%

30.0%

38.0%41.0%

43.0%

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

70.0%


Percentages shown for the score of 4 = the Equality Standard will help 'greatly'

40

Chart 28: Comparison of responses to Question 11 – Anticipating the impact of the Standard


1 13 2 1

2 3 6 7 6 68

3

1012

12

1818

1516

2022

2018

17 18 15

16 15 15 1411

9 9 98 7 7

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Number of NGBs

Per

cent

age

of N

GB

s


41

Section 4:The challenges to be overcome in working towards

the Equality Standard and assistance required

42

What are the major challenges that National Governing Bodies face in working towards the Standard?

• The primary challenge for NGBs concerns communication and raising awareness in order to achieve real change. Specifically, some require a greater understanding and clarity about the Equality Standard itself. This will enable them to engender greater levels of ownership and commitment at all levels within their organisations, from club membership through to Directors.

• The second area of difficulty is the limited availability of resources, financial and human, specifically to drive and lead equality work, particularly for the smaller NGBs. This impacts on their ability to ensure the standard becomes a priority work area amongst other initiatives within their organisations.

• The third major challenge is involving under–represented groups. Many NGBs have difficulty with improving equitable representation from specific minority groups, particularly ethnicity and disability, at all levels within their organisation

– Some NGBs sought to explain this by citing difficulties due to the nature of their specific sport. It was also stated by some that access to suitable facilities coupled with the location of activities may create a significant barrier to encouraging more disabled members.

• Finally, the absence of good quality management information amongst nearly half of NGBs means they are unable to establish baseline figures concerning the demographic profile of their membership, National Council and staff.

43

What assistance do NGBs requirein order to address the challenges?

• There were many requests for the provision of dedicated resources in terms of finance and manpower (for example from the Home Country Sports Councils) if ambitions for achieving the Equality Standard are to be realised.

• A need for initial training and then a programme of ongoing support both from equity specialists and from the Sports Councils. This should include;

– sharing good practice across sports, possibly with the design and adoption of common methods of working e.g. model policies, publicity, or data collection methods

– an emphasis on delivery and change at club level.

• The generation and use of management information about the general population and individual NGB membership (e.g. in constructing and managing databases) was stated as a particular area where external assistance is needed, in order to establish baseline figures and then monitor any improvements regarding the involvement of women, ethnic minorities and disabled people, particularly within NGB membership.

• Some NGBs sought assurances that there is a realistic timescale for completion of their work.

44

What are the benefits that you believe NGBs may accrue from gaining the Equality Standard?

• The potential to increase participation in the sport by all parts of the population, therefore generating new additional members, possibly resulting in increased finances and stronger clubs.

• Increased awareness of equality and related issues at organisational and individual levels, creating a "feel good" factor about the achievements of the NGB, thus promoting a better external image.

• May open up access to new potential funding opportunities if the NGB is seen to follow equal opportunity principles.

• The Standard will provide a useful mechanism for reviewing current policies and procedures and assessing work already undertaken in this area

45

Chart 29: Level of Equality Standard

0.0%

5.0%

10.0%

15.0%

20.0%

25.0%

30.0%

35.0%

Per

cen

tag

e o

f N

GB

s

Foundation Preliminary Intermediate Advanced Don’t Know

Level of Equality Standard

What level of the Equality Standard do you think your Governing Body can realistically achieve by March 2006?

5

12 12

1

7

32% of NGBs anticipate reaching either the Preliminary or Intermediate level of the Equality Standard by March 2006. A further 5 NGBs anticipate reaching the Foundation level,

with a single NGB aiming for the Advanced level.

46

Acknowledgements

The UK wide Equality Pilot Steering Group would like to place on record their appreciation of all the National Governing Bodies who took part in this survey:

UK Athletics Football Association of Wales Trust British Judo Association Football Association of Wales British Canoeing Association Northern Ireland Athletics Association British Triathlon Northern Ireland Judo Federation Royal Yachting Association Canoe Association of Northern Ireland England Athletics Royal Yachting Association Northern Ireland British Gymnastics Northern Ireland Amateur Gymnastics Association Amateur Rowing Association Scottish Equestrian Federation British Cycling Association Scottish Swimming British Equestrian Federation Scottish Rugby Union Athletics Association of Wales Scottish Canoeing Association Welsh Judo Association Scottish Triathlon Welsh Canoeing Association Scottish Athletics Welsh Triathlon Association RYA Scotland Welsh Yachting Association Scottish Gymnastics Welsh Gymnastics Association Scottish Cycling Association Welsh Cycling Association Judo Scotland Welsh Swimming Association Scottish Hockey Union British Swimming/Amateur Swimming Association

the equality standard: a framework for sport uk national governing bodies self assessment survey...

Documents

equality standard slide

equality standard section

sport slide

survey questions

sport sports equality

equality of access

survey results

contents slide